家庭支持型主管行为对员工创新行为的跨层影响--一个被调节的中介作用模型

The Multilevel Influence of Family-supportive Supervisory Behaviors on Employee Innovative Behavior --A Moderated Mediation Model

在双职工家庭模式占据主流的背景下,家庭支持型主管行为对员工创新行为的跨层作用机制有待明确。基于社会交换理论和组织支持理论,构建了一个包括家庭支持型主管行为、组织心理所有权、领导组织化身和员工创新行为的跨层次作用模型。运用68个团队339名员工-主管的嵌套数据进行实证分析,结果表明:家庭支持型主管行为对组织心理所有权、员工创新行为具有显著的跨层次正向影响;组织心理所有权在家庭支持型主管行为与员工创新行为之间发挥跨层次中介作用;领导组织化身不仅正向调节家庭支持型主管行为与组织心理所有权之间的关系,还能够正向调节组织心理所有权在家庭支持型主管行为与员工创新行为关系间的中介作用。

In the dominant trend of the "two-earner family", the mechanism concerning whether and how family-supportive supervisory behaviors will lead to employees’ innovative behavior should be further explored. Based on the social exchange theory and the organizational support theory, this paper builds a multilevel research model including family-supportive supervisory behaviors, organizational psychological ownership, supervisor’s organizational embodiment and employees’ innovative behaviors. Results of the study based on questionnaires from 339 employees nested in 68 teams are as follows: family-supportive supervisory behaviors have a significant positive effect on both organizational psychological ownership and employees’ innovative behavior;organizational psychological ownership plays a cross-level mediating role in the relationship between family-supportive supervisory behaviors and employees’ innovative behavior;supervisor’s organizational embodiment not only moderates the influence of family-supportive supervisory behaviors on organizational psychological ownership, but also moderates the mediation of organizational psychological ownership on the relationship between family-supportive supervisory behaviors and employees’ innovative behavior.