企业—工会关系对员工创新行为的影响研究——心理资本和情绪智力的作用

The Effect of Enterprise-union Relationship on Employee Innovation Behavior:on the Role of Psychological Capital and Emotional Intelligence

基于资源保存理论,探讨了企业—工会关系对员工创新行为的影响,并考察了心理资本在企业—工会关系与员工创新行为之间的中介作用以及情绪智力的调节作用。对294份员工样本数据进行分析的结果表明:企业—工会关系显著促进员工创新行为;心理资本在企业—工会关系与员工创新行为间起中介作用;情绪智力不仅正向调节心理资本与员工创新行为间的正向关系,还强化了心理资本在企业—工会关系与员工创新行为之间的中介作用,这表明高情绪智力的员工能够更有效地感知和利用企业—工会关系所提供的心理资源,并将其最大限度地转化为员工创新行为。研究结果既为企业提升员工创新行为提供了一条新的途径,又为增强企业—工会合作、构建和谐劳资关系提供了理论支持。

Based on resource conservation theory,this study explored the influence of enterprise-union relationship on employee innovation behavior and examines the mediation role of psychological capital and the moderation role of emotional intelligence between enterprise-union relationship and employee innovation behavior.Through the analysis of 294 sample data,the results showed that:Enterprise-union relationship significantly promotes employee innovation behavior;Psychological capital plays a mediation role between enterprise-union relationship and employee innovation behavior.Emotional intelligence can not only moderate the relationship between psychological capital and employee innovative behavior,but also strengthen the mediation effect of psychological capital between enterprise-union relationship and employee innovative behavior,which shows that the staff with high emotional intelligence can be more effective in using the psychological resources provided by the enterprise-union relationship,and thus promote employee innovative behavior to a greater extent.The results not only provide a new way for enterprises to improve employee innovation behavior,but also provide theoretical support for strengthening enterpeise-union cooperation and constructing harmonious labor relations.