组织认同对员工创新行为的激励作用  

Research On How Organizational Identification Affects Employee Innovative Behavior

作　　者：胡建军[1] 王立磊[2] 张宁俊[2] 

机构地区：[1]西南财经大学经济数学学院 [2]西南财经大学工商管理学院

出　　处：《财经科学》2013年第11期64-72,共9页Finance & Economics

基　　金：国家自然科学基金面上项目(项目批准号:71172227);中央高校基本科研业务费专项资金项目(项目批准号:JBK130930)的资助~~

摘　　要：员工创新成为组织变革与创新的重要推动力。组织认同已经被证明是员工态度和行为的重要解释变量,但其对个体创新行为的作用机制仍是管理理论与实践中亟待解决的问题。我们基于组织认同理论和创新行为理论,提出一个解释二者关系的整合性的理论框架,并在此框架下分析了组织认同影响组织内员工创新行为的三条路径,以深化在外部激烈竞争环境下对组织内创新策略的认知。Employee innovation becomes the important impetus of organizational reform and innovation. The organizational identification has been proved to be the crucial explanatory variable of employee attitude and behavior. However, the effect of organizational identification on individ~ innovative behavior was still an urgent unsolved issue in the management theory and practice. Basing on the organizational identity theory and innovation behavior theory, we proposed an integrated theoretical framework on explaining the relationship between organizational identification and employee innovation. We also analyzed the three means by which the employee innovative behavior can be affected. All these can deepen our perception on organizational in- novative strategy in the fierce competition outside.

关 键 词：组织认同 员工创新行为 内在动力 

分 类 号：F272.92[经济管理—企业管理]