人力资源管理强度与员工创新行为的关系研究

On Relationship between Intensity of Human Resource Management and Employee Innovative Behavior

高素质人才是推动高质量发展的引擎,人才创新活力是科技革命的重要支撑,开发人力资源是企业纾困、提升创新活力的重点突破方向。本文以沪深科技型新创企业员工为研究样本,探究中国情景下人力资源管理强度的三个维度在员工创新行为产生过程中的作用,以及差序氛围的调节作用和组织支持感的中介作用。研究结果表明:人力资源管理强度的三个维度对员工创新行为均具有正向影响;组织支持感在人力资源管理强度的三个维度与员工创新行为的关系中均起到部分中介作用;差序氛围在人力资源管理强度的三个维度与组织支持感的关系中均具有负向调节作用。本研究对组织从员工心理认知角度提高人力资源管理强度,促进员工创新行为,降低差序涟漪效应,强化人才"同心圆"具有一定的启示。

Capable talents are the engine to promote high-quality development, and so stimulating talents’ innovative vitality is an important support for scientific and technological revolution. Developing human resources is the key breakthrough for enterprises to rescue and enhance innovative vitality. Taking the employees of science and technology start-ups in Shanghai and Shenzhen as research sample, this paper explores the role of three dimensions of human resource management intensity in the process of employee innovative behavior, as well as the regulatory role of differential order atmosphere and the intermediary role of organizational support. The results show that the three dimensions of human resource management intensity have a positive impact on employees’ innovative behavior;the sense of organizational support plays a mediating role in relationship between the three dimensions of human resource management intensity and employees’ innovative behavior;differential order atmosphere plays a negative regulatory role in relationship between the three dimensions of human resource management intensity and organizational support. This study has certain enlightenment for organizations to improve the intensity of human resources management from the perspective of employees’ psychological cognition, promote employees’ innovative behavior, reduce the ripple effect of difference order and strengthen the “concentric circle” of talents.