组织文化类型对员工创新行为的作用机理研究  

The effect of organizational culture types on employee innovational behavior

作　　者：杨晶照[1] 杨东涛[2] 孙倩景[2] 

机构地区：[1]江苏大学管理学院,江苏镇江212013 [2]南京大学商学院,江苏南京210093

出　　处：《科研管理》2012年第9期123-129,153,共8页Science Research Management

基　　金：教育部人文社科基金:“组织信任与员工创新研究--创新心理的中介效应与组织因素的调节效应”,项目号:09YJA630053,起止时间:2009-2012

摘　　要：员工创新行为的实现需要环境的支持与个体的努力,文章根据计划行动理论,以个体创新信念为中介,研究组织文化与员工创新行为的关系。首先借助内部整合和外部适应两个维度,将组织文化分为高聚合型、市场导向型、中庸型和层级型等四种不同类型,并在此基础上探讨和分析不同类型的组织文化,通过员工创新自我效能感为中介,对员工创新行为的影响机理。以企业为调查样本,取得有效问卷497套,采用回归与方差分析方法对假设进行验证。研究结果显示:组织文化与员工创新行为存在正向相关关系,员工创造力自我效能感在两者关系中起中介效应;且不同类型的组织文化对员工的创新行为和创造力自我效能感的影响存在显著差异。The implementation of employee creativity needs the environmental support and individual effort. Therefore the relationship between organization culture and employee creativity will be explored based on the theory of planning behavior. Four types of organization culture, that is, high - agglomerative organization culture, market - oriented organization culture, golden mean organization culture, and hierarchy organization culture are described by means of two dimensions, namely, internal integration and external adaptation. On this basis, employee creative self- efficacy is used as a mediate variable to analyze and discuss the influence of different types of organization cultures having on employee innovational behavior. Total 497 sets of valid questionnaires are collected to verify the assumption using regressive analysis and variance analysis. The results show that not on- ly organization culture has a positive influence on employee innovational behavior, but also different culture types have the differ- ent effect on it, and the mediative effect of employee creative self-efficacy is supported by the study.

关 键 词：员工创新行为 创造力自我效能感 聚合型组织文化 市场导向型组织文化 中庸型组织文化层级组织文化 

分 类 号：F272.92[经济管理—企业管理]