心理授权对个体创新行为的影响——同事支持的调节作用  

The Effect of Psychological Empowerment on Individual's Innovative Behavior:The Moderating Role of Coworker Support

作　　者：杨英[1] 李伟[1] 

机构地区：[1]东北电力大学经济管理学院,吉林吉林132012

出　　处：《中国流通经济》2013年第3期83-89,共7页China Business and Market

基　　金：教育部人文社科基金项目"国有控股上市公司高层管理者绩效评价方法研究"(项目编号:11YJA630033);吉林省社科基金项目"吉林省发展战略新兴产业的人才支撑环境研究"(项目编号:2012B292);东北电力大学博士科研启动基金项目"推动战略性新兴产业发展的人力资源开发研究"(项目编号:BSJXM-201114);吉林市科技局软科学项目"吉林市创新型城市建设研究"(项目编号:201243206)的阶段性成果

摘　　要：心理授权的四个维度对个体创新行为具有直接显著的正向影响,其影响程度从大到小依次为自我效能、工作意义、工作影响和自主性。自我效能感高的员工更有信心面对不确定性并用新的方法解决问题,从而产生创新行为;从事有价值、有意义或对组织战略和政策具有较强影响力工作的员工,工作热情和创新积极性高;在工作上有充分自主权的员工,从工作中获得的内在激励程度更高,因而会产生更多的创新行为。同事支持对心理授权与个体创新行为之间的关系具有正向调节作用,即同事支持感越强,心理授权对个体创新行为影响越大。The four dimensions of psychological empowerment have the significant positive impact on individual＇s innovative behavior. In an increasing order of the degree of impact, they are self-efficacy, working meaning, impact and self- determination. Employees with high self-efficacy have more confidences while facing uncertainty and they will solve problems with new methods and create more innovative behavior; employees engaged in valuable and meaningful jobs have high working enthusiasm and will be more innovative; employees with more self-determination will gain more intrinsic incentives, and they will create more innovative behavior. Coworker support has a significant positive moderating effect on the relationship between psychological empowerment and individual＇s innovative behavior. The higher the coworker support,the more effect of psychological empowerment on individual＇s innovative behavior.

关 键 词：心理授权 个体创新行为 同事支持 

分 类 号：F272.92[经济管理—企业管理]