组织承诺会导致创新:目标定向的调节作用  

Organizational commitment leads to employee innovative performance:a moderated effect of goal orientation

作　　者：韩翼[1] 杨百寅[2] 张鹏程[3] 

机构地区：[1]中南财经政法大学工商管理学院,湖北武汉430074 [2]清华大学经济管理学院,北京100084 [3]华中科技大学管理学院,湖北武汉430074

出　　处：《科学学研究》2011年第1期127-137,共11页Studies in Science of Science

基　　金：教育部人文社会科学青年基金项目(07JC630040);国家杰出青年基金资助项目(70725005);中国博士后科学基金项目(20080440029);国家自然科学基金资助项目(70601012)

摘　　要：验证性因素分析显示,组织承诺是一个三维结构,而目标定向是一个二维结构。回归分析发现,感情承诺不仅直接对创新绩效产生影响,当员工表现出成绩目标定向时,这种关系被弱化。另一方面,持续承诺也对创新绩效产生负向影响,并受学习目标定向调节,规范承诺则对创新绩效没有影响。成绩目标定向调节感情承诺和创新绩效之间的关系,但学习目标定向则调节规范承诺和持续承诺与创新绩效之间的关系。本研究的目的是检验组织承诺对员工创新绩效的影响,并探讨目标定向对二者关系的调节作用。文章最后讨论了研究结果的理论、实证和实践的意义。A confirmatory factor analysis of survey data from 727 employees and supervisors＇ dyads supported previous multidimensional constructs among the three - component of organizational commitment and the two - component of goal orientation. Regression analysis found that three organizational commitment components was different which affeetive commitment （AC） , was positive related to, continuance commitment （CC） was negative correlational, innovative performance, while normative commitment （NC） was not associated with it. Moreover, performance goal orientation moderated the relationship between AC and innovative performance（IP）. Yet, learning goal orientation enhanced the relationship between NC and innovative performance as well as the relationship between CC and IP. The objective of this study was to present and demonstrate whether organizational commitment leads to employee innovative performance or not, and examine the moderator of goal orientation between organizational commitment and employee innovative performance. The theoretical, empirical, and practical implications of the findings were discussed.

关 键 词：组织承诺 创新绩效 目标定向 学习目标定向 成绩目标定向 调节效应 

分 类 号：B849[哲学宗教—应用心理学] C931[哲学宗教—心理学]