员工职业生涯规划有益于其创新行为吗?——持续学习和自我效能的中介作用及组织氛围的调节作用

Do Employees’Career Planning Contribute to Their Innovative Behavior?Mediating Role of Continuous Learning and Self-efficacy and Moderating Role of Organizational Atmosphere

员工自下而上驱动的创新是在市场竞争中员工主动面对竞争、解决问题的一种重要方式,是激发组织活力,提升组织创新能力所不可忽视的力量。本文从计划行为理论和自我决定理论出发,对我国多个行业、地区内的383名员工展开实证研究,研究了员工职业生涯规划驱动下,持续学习、自我效能和组织氛围影响下员工创新行为机理。结果表明:员工职业生涯规划正向促进其创新行为,持续学习和自我效能在二者关系之间起到部分中介作用;组织氛围分别正向调节员工职业生涯规划与持续学习、自我效能的关系;组织氛围分别正向调节持续学习、自我效能在员工职业生涯规划与创新行为间的中介效应。

The innovation carried out by employees from the bottom up is an important way for employees to take initiatives to face the competition and solve problems in the market competition.It is a force that can not be ignored to stimulate the organizational vitality and improve the innovative ability of organization.Based on the theory of planned behavior and self-determination,this paper conducts an empirical study on 383 employees in various industries and regions in China,and studies the mechanism of innovative behavior driven by employees’career planning under the influence of continuous learning,self-efficacy and organizational atmosphere.The results show that career planning positively promotes employees’innovative behavior,and continuous learning and self-efficacy play a partial mediating role in the relationship between them.The organizational atmosphere positively moderates the relationship between career planning and continuous learning,as well as the relationship between career planning and self-efficacy.The organizational atmosphere positively moderates the mediating effect of continuous learning on employees’career planning and innovative behavior,as well as the mediating effect of self-efficacy on employees’career planning and innovative behavior.