变革人力资源管理与领导行为对组织创新的组态效应

Configuration Effects of Change-oriented HRM and Transformational Leadership on Organization Innovation

组织创新是推动企业创新绩效提升的关键要素,对企业生存及持续健康发展具有重要意义。基于“制度”与“人”要素框架,运用模糊集定性比较分析方法,以变革导向人力资源管理与领导变革行为的构件为条件,并考虑外部威胁的影响,开展对组织创新的组态分析。研究发现:在构件层面,变革导向人力资源管理与领导变革行为对组织创新的影响同时存在替代和协同效应:通过替代效应产生未面临外部威胁时实现高组织创新的四条路径;通过协同效应产生实现高组织创新的两条路径,其中存在外部威胁时,个性化支持需起辅助作用。

Organization innovation is the critical factor in improving enterprise innovation performance,which is of great significance to enterprises’survival and healthy development.Based on the framework of“system”and“leader”,the fsQCA method was applied to explore the joint effect of change-oriented HRM and transformational leadership on organization innovation from the architecture level and further considered the impact of external threat.The results show that at the architecture level,change-oriented HRM and transformational leadership have both substitute effects and complement effects on organization innovation;When there is no external threat,the architectures of transformational leadership can replace the architectures of change-oriented human resource,which form four paths that produce high organization innovation.The architectures of change-oriented HRM and transformational leadership can also work cooperatively and create two paths for high organization innovation results,which shows that when there is an external threat,personalized support needs to exist as an auxiliary condition.