高绩效工作系统感知促进员工建言行为:链式中介效应分析

The Chain Mediating Effect of Perceived High-Performance Working System on Employee Voice Behavior

企业创新离不开员工的自发性和创造力,员工建言行为作为员工重要的一类角色外创新行为,得到了学者和业界的关注。整合信号理论和行为计划理论,以799名企业员工为被试,采用问卷调查法研究了高绩效工作系统感知与员工建言行为的关系及这一关系中人力资本与员工幸福感的链式中介效应。实证结果显示,虽人力资本的近端中介效应不显著,但员工幸福感既具近端中介效应,亦发挥通过员工人力资本实现的链式中介效应。高绩效工作系统感知对员工建言行为的影响可通过以下路径实现:“高绩效工作系统感知→建言行为”“高绩效工作系统感知→员工幸福感→建言行为”“高绩效工作系统感知→员工幸福感→人力资本→建言行为”。

The firm's innovation depends on employees'initiative and creativity.As so,the study of employee voice behavior becomes increasingly important recently.Integrating the theory of planned behavior and signaling theory,this paper builds a model describing how employee's voice behaviors are driven by perceived-HPWS through human capital and employee well-being.The results show that:first,perceived-HPWS directly influence employee's voice behavior;second,employee well-beings mediate the relationship between perceived-HPWS and employee's voice behavior;third,employee well-being mediates the relationship between perceived-HPWS and employee's human capital that drives employee's voice behaviors.