社会交换理论视角下员工与组织关系对科研创新绩效的作用

Effect of Employee-Organization Relationship on Scientific Research Innovation Performance from the Perspective of Social Exchange Theory

以社会交换理论为研究基础,以26家高新技术企业的科研人员和研发管理人员为研究对象,采用信效度、验证性因子、多层线性回归分析方法分析员工-组织交换关系、员工对于组织投入和组织支持的理解与感受因素、组织给予员工的投入和对员工的创新绩效要求等因素对科研创新绩效的影响机理。研究表明:员工-组织交换、心理授权、企业发展战略对科研创新绩效起到正向的影响作用;研发管理与创新绩效有显著的正相关关系,但与心理授权呈现负相关关系,甚至会负向影响创新绩效;组织认同不但正向影响科研创新绩效,而且在员工-组织交换、心理授权、企业发展战略、研发管理与科研创新绩效关系中起到中介和正向调节作用。

Based on the theory of social exchange,this paper takes scientific researchers and R&D managers from 26 high-tech companies as the research objects,using reliability and validity,confirmatory factors,and multi-layer linear regression analysis methods to analyze the effect mechanism of employee-organization exchange relationships,and employee-to-organization’s understanding and perception factors of input and organizational support,the input that the organization gives to employees,and the innovation performance requirements of employees and other factors affect the mechanism of scientific research and innovation performance.The result shows that employee-organization exchange,psychological empowerment,and corporate development strategy have a positive effect on scientific research and innovation performance.There is a significant positive correlation between R&D management and innovation performance,but a negative correlation with the sense of empowerment,which even negatively affects innovation performance.Organizational identity not only positively affects scientific research and innovation performance,but also acts as an intermediary and positive moderator among the relationship of employee-organization exchanges,psychological empowerment,corporate development strategies,R&D management and scientific research innovation performance.