组织信任对员工创新行为的影响——基于社会交换和社会认同理论

Research on the Infl uence of Organizational Trust on Innovation Behavior of Employees Based on Social Exchange and Social Identity Theories

关于组织信任对员工创新行为影响的研究成果不少,但有关二者内在机制的研究还有待深入。该文基于社会交换理论和社会认同理论,探讨组织信任对员工创新行为的影响,并从员工认知和心理视角出发,揭示组织认同与知识分享在该影响过程中的链式中介角色。实证分析结果表明:组织信任对员工创新行为有显著正向作用;组织认同和知识分享在组织信任与员工创新行为间起正向中介作用;组织认同和知识分享在组织信任与员工创新行为之间具有显著链式中介作用。该文加深了对组织信任的研究,对企业加强员工管理具有一定现实意义。

There are many achievements of research on the influences of organizational trust on innovation behavior of employees,but the research on the internal mechanism between them still needs to be improved.Based on the social exchange theory and the social identity theory,this paper explores the infl uences of organizational trust on innovation behavior of employees,and reveals the chain mediating role of organizational identity and knowledge sharing in the influence process from the cognitive and psychological perspectives of employees.The empirical analysis results show that:organizational trust has a signifi cant positive eff ect on innovation behavior of employees;organizational identity and knowledge sharing have a positive mediating effect between organizational trust and innovation behavior of employee;organizational identity and knowledge sharing have a significant chain mediating eff ect between organizational trust and innovation behavior of employees.This paper deepens the research on organizational trust and has certain practical signifi cance for enterprises to strengthen employee management.