工作不安全感与员工创新行为:抑制还是促进

Job Insecurity and Employees'Innovative Behavior:Inhibition or Promotion

创新对于企业的长期发展具有重要意义。对于服务型企业,人力资本是"第一资源",其创新往往需要一线员工的积极参与。本文以压力评价理论和资源保存理论为基础,探讨了服务业员工工作不安全感对创新行为的影响机制,并重点分析了情绪劳动的表层策略和深层策略在其中起到的不同中介作用,以及验证了组织支持感的调节效应。本文分阶段收集到632份服务业员工问卷,研究结果表明:工作不安全感既能通过表层策略负向影响员工的创新行为,又能够通过深层策略增进员工的创新行为,而其中深层策略的中介作用更为显著;组织支持感在表层策略和深层策略与员工创新行为之间起到调节作用,并验证了被调节的中介效应。

Drawing on transactional theory of stress and conservation of resources theory,this paper explores the im-pact mechanism of job insecurity on employees'innovative behavior.This paper focuses on the different mediating ef-fect of surface acting and deep acting,and it also verifies the moderating effect of organization support.632 question-naires of employees in service industry is collected at 2 time points,the results show that:job insecurity is negatively related to innovative behavior via surface acting,while it is positively related to innovative behavior via deep acting.Among them,the mediating effect of deep acting is stronger.Perceived organization support moderates the mediating effect of surface acting and deep acting between job insecurity and employees'innovative behavior.