心理契约、员工知识共享意愿与创新绩效:基于技术融合模式的调节效应

Psychological Contract, Employees Knowledge Sharing Willingness and Innovation Performance: The Moderating Effect Based on the Technology Integration Model

本文以长三角地区342份制造型企业的调查问卷为样本数据,分析了技术融合过程中心理契约、员工知识共享意愿及融合模式对员工创新绩效的影响机理。结果表明:团队成员型心理契约和关系型心理契约对员工创新绩效有正向的促进作用,而交易型心理契约对员工创新绩效没有显著的负向影响。员工知识共享意愿在团队成员型心理契约和关系型心理契约影响员工创新绩效的过程中扮演了中介角色,技术融合模式对员工知识共享意愿的中介效应具有调节作用:突破型融合模式的调节作用最强,利用型融合模式的调节作用最弱,拓展型融合模式的调节作用介于二者之间。

Taking 342 questionnaires of manufacturing enterprises in the Yangtze River Delta as the research sample, this paper analyzes the influence mechanism of psychological contract, employees knowledge sharing willingness and integration model on the employees innovation performance in the process of technology integration. The results show that team member-type psychological contract and relational psychological contract have a positive effect on the employees innovation performance, while the transactional psychological contract has no significant negative effect on the employees innovation performance. Employees knowledge sharing willingness plays a mediating role in the process of team member-type psychological contract and relational psychological contract affecting the employees innovation performance, and the technology integration model plays a moderating role in the mediating effect of employees knowledge sharing willingness： breakthrough integration model has the strongest moderating effect, utilization-oriented integration model has the weakest moderating effect, and the moderating effect of expansion integration model is between them.