游戏化人力资源管理实践对员工创新行为的影响作用机理研究

The Effect of Gamified Human Resource Management on Employee Innovative Behavior

数字化时代的持续发展使游戏化思维在人力资源管理中的应用越来越广泛,游戏化人力资源管理实践如何影响员工创新行为的作用机理值得进一步探讨。基于自我决定理论中认知和情感相结合的视角,本研究采用多阶段、多来源的追踪问卷调查方法收集数据,探讨了游戏化人力资源管理实践对员工创新行为影响的中介机制和边界条件。跨层次结构方程模型数据分析结果表明:(1)游戏化人力资源管理实践正向影响员工的创新行为;(2)游戏化人力资源管理实践通过工作繁荣促进员工的创新行为;(3)环境动态性调节了游戏化人力资源管理实践通过工作繁荣对员工创新行为的间接效应。本研究在理论上有助于进一步揭示游戏化人力资源管理实践影响员工创新行为的作用机理,在实践上有助于提升企业游戏化人力资源管理的实施成效并促进员工的创新行为。

The advent of the digital era has made gamification more and more widely used in human resource management.How gamified human resource management practices affect employee innovative behavior deserves in-depth exploration.This study is based on the theory of self-determination and introduces a combination of cognitive and emotional perspectives to explore the impact of gamified human resource management practices on employee innovation behavior and the corresponding mechanisms of action.Using a multi-stage and multi-source tracking questionnaire survey method to collect data,the results of Multilevel Linear Model(MLM)show that:(1)Gamified human resource management practices positively affect employees'innovative behavior;(2)Gamified human resource management practices promote employees'innovative behavior through job thriving;(3)Environmental dynamics has a positive cross-level moderating effect on the relationship between gamified human resource management and innovative behaviour.This study theoretically helps to further reveal the improving effect of gamified human resource management practices on employees'innovative behavior.In practice,it helps companies implement gamified human resource management and promote employees'innovative behaviors.