摘要
文章以科研设计单位为研究对象,构建人岗匹配、内部人身份感知、创新自我效能感和员工创新行为之间的关系模型,并通过多元线性回归对模型进行实证。研究结果表明:人岗匹配正向影响员工创新自我效能感和创新行为;内部人身份感知调节人岗匹配与创新自我效能感和创新行为之间的关系;员工创新自我效能感部分中介人岗匹配对员工创新行为的影响,并且中介内部人身份感知对人岗匹配与员工创新行为的调节作用。
This essay constitutes relational model among person-job fit,perceived insider status,innovative self-efficacy and employee innovative behavior for scientific research and design institution. Then empirical research is done through MLR for the model. The research demonstrates that person-job fit has positive effect on innovative self-efficacy and employee innovative behavior.Perceived insider status moderates the relationship between person-job fit and innovative self-efficacy as well as employee innovative behavior. Innovative self-efficacy mediates the relationship between person-job fit and innovative behavior and the moderation effect of perceived insider status on them.
作者
林新奇
丁贺
LIN Xin-qi DING He(School of Labor and Human Resources, Renmin University of China, Beijing 100872, China)
出处
《商业经济与管理》
CSSCI
北大核心
2017年第7期37-44,共8页
Journal of Business Economics
基金
中国人民大学国发院课题项目"一带一路战略下中国企业人力资源管理国际化变革研究"(297516706121)
关键词
人岗匹配
内部人身份感知
创新自我效能感
创新行为
person-job fit
perceived insider status
innovative self-efficacy
employee innovative behavior
