组织中心型雇佣关系对员工创新行为的影响机制——一个双中介模型

Influence Mechanism of Organization-centered Employment Relationship on Employee Innovation Behavior--A Dual-Mediator Model Analysis

组织创新是企业产业结构升级的重要动力,而员工创新在组织创新发展中占据着重要的位置,如何推动员工创新行为受到了学术界和企业界的广泛关注。基于社会交换理论和心理所有权理论,以福建、广东和浙江等地高新技术企业中的201名员工为样本,采用描述性统计、相关分析和层级回归分析,探究雇佣关系对员工创新行为的作用机制,分析员工心理所有权和工作投入的双重中介作用。结果表明:组织中心型雇佣关系对员工创新行为具有显著的正向影响,工作中心型雇佣关系、过度投资型雇佣关系和投资不足型雇佣关系对员工创新行为具有负向作用;心理所有权和工作投入在组织中心型雇佣关系和创新行为之间起双重部分中介效应。

Employee innovation plays an important role in the development of organizational innovation,and has been widely concerned by academia and business circles.Based on the theory of social exchange and the theory of psychological ownership,this paper uses descriptive statistics,correlation analysis and hierarchical regression analysis to explore the mechanism of employment relationship effect on employee innovation behavior,and the dual intermediary role of employee psychological ownership and work engagement.The results show that the organization-centered employment relationship has a significant positive effect on employee innovation behavior,and the work-centered employment relationship,overinvestment employment relationship and underinvestment employment relationship have a negative effect on employee innovation behavior.Psychological ownership and work engagement play a dual intermediary role between organizational-centered employment relationship and innovation behavior.