人才政策与科创企业创新绩效:人才创新行为及工作敬业度的双中介作用

Talent Policy and Scientific and Technological Innovation Firms'Innovation Performance:The Dual Mediating Roles of Talent Innovation Behavior and Work Engagement

科创企业创新是创新经济发展的重要驱动力量。现有文献发现,制度支持对企业创新具有显著影响,但对人才政策等制度支持与科创企业创新绩效关系的理解有限。基于工作要求—资源理论,以364家科创企业样本为例,实证分析人才政策如何通过人才创新行为与人才工作敬业度两个途径影响科创企业创新绩效。结果发现,人才政策可以通过人才创新行为正向影响科创企业创新绩效,通过人才工作敬业度正向影响科创企业创新绩效。

Scientific and technological innovation is increasingly regarded as the hinge to improve productivity and maintain economic growth,and governments in many countries have invested lots of resources into scientific and technological innovation.The Chinese government regards science and technology as the primary productive force,talent as the primary resource and innovation as the primary driver of growth,and it has given full play to the guiding and supporting role of key high-tech enterprises.However,there are only a few local tech giants in China.With weak international competitiveness,uneven achievements in the field of innovation,scientific and technological innovation firms(STIF)face many challenges,such as increasingly fierce market competition,rapid changes in technology,diversification of customer demands,and policy uncertainty.Therefore,empirical research on the effect mechanism of talent policy on innovation performance of STIF has great theoretical significance and practical implications.Prior studies show that public policy is one of the important antecedents of firm innovation performance,and talent policy is an important part of public policy,but the research on the impact mechanism of talent policy on entrepreneurial enterprise performance is rare.Therefore,this study constructs a set of measurement indicators to verify if talent policy affects the innovation performance of STIF based on the job demands-resources theory.In order to further explore how talent policy affects the innovation performance of STIF,this study conducts empirical research on the mechanism of the relationship between talent policy and innovation performance of STIF via the mediation effects of talent behavior and emotion in the order of the impact of talent policy on talent behavior or emotion first,and then on the innovation performance of STIF.This study selects 500 enterprises from the trainees of the training program for science and technology entrepreneurs held by the Exchange,Development&Service Center for Science&Technology Talents in the Ministry of Science and Technology in China as the initial samples,and conducts a questionnaire survey through two stages.In the first stage,the information such as independent variables(talent policy)and mediation variables(talent innovation behavior,talent work engagement)are investigated.In the second stage,the information such as dependent variables(innovation performance of STIF)is collected.Finally,the effective data of 364 companies is collected.The reliability and validity of the research scales are tested,and the correlations among variables are analyzed.In addition,a multiple linear regression model is constructed to test the hypotheses.The research results show that talent policy has a direct and positive impact on the innovation performance of STIF,and also has a direct and positive impact on the innovation behavior and work engagement of talents.In addition,research results prove that both the innovation behavior and work engagement of talents have positive impacts on the innovation performance of STIF,and talent policy can indirectly and positively promote the innovation performance of STIF.Furthermore,research results indicate that talent innovation behavior and talent work engagement are the proximal antecedents of innovation performance of STIF,and talent policy is the distal antecedent of innovation performance of STIF.At the same time,talent policy as the distal antecedent affects the innovation performance of STIF through the mediation roles of the proximal antecedents of talent innovation behavior and talent work engagement.The study integrates the job demands-resources theory and research results in the field of firm innovation performance.It centers around talent policy,talent innovation behavior,talent work engagement and innovation performance of STIF,and enriches the research on the relationship among these four aspects in specific fields.Different from the previous literature,this study innovatively introduces the talent policy of STIF into the job demands-resources theory for theoretical and empirical analysis,constructs the scale of talent policy and expands the ideas of job demands-resources theory.The empirical analysis results support the hypotheses of this study,and strengthen the empirical research foundation of the job demands-resources theory.