个性化协议对员工持续创新行为的影响机制研究

The Influence Mechanism of Idiosyncratic Deals on Employees'Continuous Innovation Behavior

当前,员工持续创新行为激发机制是创新领域的重要研究问题。以往研究主要聚焦持续创新能力塑造或情感变化的单方面作用,综合考虑动机、情感和组织环境等多层面因素激发作用的研究较为欠缺。基于自我决定理论,利用48个企业348名员工多时点调查数据,运用多层线性模型(HLM),探讨个性化协议对员工持续创新行为的影响机制。跨层次分析结果表明:个性化协议对持续创新行为具有显著正向影响;创新激情在个性化协议与持续创新行为间发挥中介作用;差错管理氛围调节个性化协议与创新激情的关系,也调节个性化协议通过创新激情对员工持续创新行为的间接影响。结论可为企业管理者从员工动机、情感和组织氛围等方面激发员工持续创新行为提供理论参考。

Innovation is an inevitable choice for enterprises to cope with the continuous turmoil and changes in the environment,but short-term and temporary innovation and breakthroughs are not enough to achieve adaptation to the rapidly changing market environment.Dynamic and continuous innovation is the key for enterprises to maintain their competitive advantages.At present,most of the research on innovation behavior regards it as a separate process without the dynamic investigation into the sustainability of innovation behavior,ignoring that it is usually embedded in the continuous process,which weakens the explanation ability of the prospective motivation research on employees'continuous innovation behavior.Some existing qualitative studies show that sustainable innovation needs sustainable talent management,and a high degree of personalization and flexibility can help employees adapt to the ever-changing environment.Idiosyncratic deals,as the main source of new work structure and human resources practice,may be an important predictor to promote employees'continuous innovation behavior.The unilateral roles of the shaping of continuous innovation ability and emotional changes have been discussed,and there is the need to analyze the joint stimulating effect of comprehensive consideration of motivation,emotion and organizational environment.Therefore,this study regards idiosyncratic deals as the main forward-looking motivation of employees'continuous innovation behavior based on the theory of self-determination.It introduces the dual innovation passion as a mediator to better reveal the dynamic transmission and transformation mechanism of employees'intrinsic motivation,adds the error management climate variable at the organizational level as the moderator,and finally puts forward an integrated theoretical framework to treat the complex relationship between multi-level factors and employees'continuous innovation behavior more comprehensively and dialectically.The study collects the employee data from 48 enterprises in Wuhan,Changsha and Tianjin,involving industries such as real estate,Internet and platform enterprises.In order to reduce the deviation of common methods,it adopts a multi-point follow-up survey and finally obtained 348 valid questionnaires.The variables involved in this study are measured by a mature scale with good reliability and validity,and the hypothesis is verified by the multi-level linear model.Through HLM,SPSS and Amos data analysis software,the aggregation analysis and confirmatory factor analysis are carried out,and the main effect,mediating effect and moderating effect are tested.The final results show that idiosyncratic deals can enhance employees'innovation passion,thus promoting more active continuous innovation behavior,and innovation passion plays a partial mediating role between idiosyncratic deals and continuous innovation behavior.Organizational error management climate positively moderates the promotion of idiosyncratic deals to innovation passion,and also positively moderates the indirect effect of idiosyncratic deals to enhance employees'continuous innovation behavior through innovation passion.With a detailed analysis of the complex effect of continuous investment in innovation resources(idiosyncratic deals),employees'own emotional factors(innovation passion)and organizational structural characteristics(error management climate)on continuous innovation behavior,this study enriches and deepens the research in relevant fields,and has certain theoretical and practical significance.First of all,from the perspective of research,the persistence of innovation behavior is studied based on self-determination theory,which evolves innovation from a static form to a dynamic form and enriches the antecedents of employees'continuous innovation.Secondly,the dynamic research of intrinsic motivation and emotional transformation is introduced to open the"black box"of the mechanism of idiosyncratic deals affecting employees'continuous innovation behavior to a certain extent.Thirdly,in the exploration of boundary conditions,the error management atmosphere is introduced into the model,and the interaction between individual factors and organizational factors is investigated,which provides a more comprehensive explanation framework for the joint effect of multi-level factors on continuous innovation behavior.Finally,some effective management countermeasures and suggestions on how to stimulate employees'continuous innovation behavior are proposed as follows:implementing successful idiosyncratic deals for leaders or core personnel with good innovation ability,making full use of resources and skills to mobilize employees'innovation passion,and promoting the construction of the organization's error management atmosphere as much as possible according to their own enterprise characteristics.