员工实际介入与组织关系视角下的内部人身份感知对创新行为的影响研究  

How Does Perceived Insider Status Influence Innovative Behavior: A Perspectives of Employee Actual Inclusion and Employee-Organization Relationship

作　　者：俞明传[1] 顾琴轩[1] 朱爱武[2] 

机构地区：[1]上海交通大学安泰经济与管理学院 [2]宁波大学商学院

出　　处：《管理学报》2014年第6期836-843,共8页Chinese Journal of Management

基　　金：国家自然科学基金资助重点项目(71032003)

摘　　要：以来自63家859份员工-主管配对数据为样本,检验了员工实际介入组织和员工-组织关系对员工内部人身份感知的影响,内部人身份感知在员工-组织关系与创新行为之间的中介作用,以及创新氛围对内部人身份感知与创新行为的调节作用。研究显示,员工-组织关系正向影响创新行为且内部人身份感知部分中介员工-组织关系对创新行为的作用;创新氛围显著正向调节员工-组织关系对创新行为之间的间接效应;而员工实际介入组织的作用并不显著。We test the direct effects of employee actual inclusion and employee-organization rela- tionship on perceived insider status, the mediating effects of perceived insider status on the relation- ships between employee actual inclusion , employee-organization relationship and innovative behavior, and the moderating effects of innovative climate on the relationship between perceived insider status and innovative behavior by using data from a sample of 859 subordinate-supervisor dyads from 63 com- panies. The results reveal that employee-organization relationship is positively associated with innova- tive behavior, perceived insider status mediates the relationship between employee-organization rela- tionship and innovative behavior, and innovative climate positively moderates the indirect relationships between employee-organization relationship and innovative behavior via perceived insider status, whereas the effect of employee actual inclusion is insignificant.

关 键 词：员工实际介入组织 员工-组织关系 内部人身份感知 创新氛围 创新行为 

分 类 号：C93[经济管理—管理学]