双元工作要求与员工创新行为:技能延展力的中介作用

Ambidextrous Job Demands and Employee Innovation Behavior:The Mediating Role of Skill Malleability

基于资源保存理论与心理学"环境刺激—有机体—反应"(S—O—R)模型,从个体延展性能力的视角揭示了双元互悖的工作要求对员工创新行为的作用机制,并验证了组织支持感的调节作用。在现场调研、访谈等质性研究的基础上,构建了研究理论模型,并通过对186套员工自我报告与主管报告的配对数据的实证分析,结果表明:挑战性工作要求能够有效激发员工创新行为,阻碍性工作要求抑制了员工创新行为,组织支持感显著调节挑战性/阻碍性工作要求对员工创新行为的影响。在组织支持感的调节作用下,技能延展力在挑战性工作要求与员工创新行为之间起到部分中介作用,而在阻碍性工作要求与员工创新行为的关系中,技能延展力的中介作用没有显示。由此证明,虽然技能延展力是当今互联网和大数据时代的个体、乃至组织的核心竞争力来源,但其作用的发挥需要匹配更为积极的工作要求情境与协同的组织人文氛围。

Based on conservation of resources theory and ＇environmental stimulus-organism-response＇（S-O-R） model, the study unravels the influencing mechanism of ambidextrous paradox of job demands on employee innovation behavior from the perspective of individual malleability, and explores the moderating effect of perceived organizational support. On the basis of field investigation, interview and other qualitative researches, theoretical model of the research is constructed. Using 186 self-rated and supervisor-rated pairing data, the empirical result manifests that： Challenge job demands effectively motivate employee innovation behavior, while hindrance job demands limit employee innovation behavior. Perceived organizational support moderates the relationship between challenge/hindrance job demands and employee innovation behavior observably. Moderated by perceived organizational support, skill malleability partially mediates the relationship between challenge job demands and employee innovation behavior, but skill malleability doesn＇t play a mediation role in the relationship between hindrance job demands and employee innovation behavior. These can proof that, although skill malleability is the source of core competition of individuals as well as organizations in the time of internet and big data, its function relies on positive work context and collaborative humanistic atmosphere