工作幸福感对员工创新绩效的影响机制——一个多层次被调节的中介模型  

Occupational Well-being and Employee Innovative Job Performance: A Multilevel Moderated Mediation Model

作　　者：黄亮[1] 彭璧玉[2] 

机构地区：[1]广东财经大学工商管理学院 [2]华南师范大学经济与管理学院

出　　处：《南开管理评论》2015年第2期15-29,共15页Nankai Business Review

基　　金：国家自然科学基金青年项目(71202100);教育部人文社会科学研究青年项目(12YJC630066)资助

摘　　要：本研究通过问卷调查我国企业73个工作团队的主管及其355个下属,从个体自我表征理论和情境力量理论相整合的视角,构建了一个多层次被调节的中介模型,以探讨员工的工作幸福感与创新绩效的关系。实证结果表明,组织自尊在工作幸福感和创新绩效之间起中介作用,但内部人身份感知在工作幸福感和创新绩效之间没有起中介作用;交易型领导对员工的组织自尊与创新绩效关系以及对员工的工作幸福感通过组织自尊影响创新绩效的间接效应均具有跨层次的负向调节作用,但它对员工的内部人身份感知与创新绩效关系,以及对员工的工作幸福感通过内部人身份感知影响创新绩效的间接效应均没有显著的跨层次调节作用。这些结论对于我国企业提升员工创新绩效的管理实践具有重要启示。Employee innovative job performance has become one of the most important factors that inf luences enterprise＇s competitive advantage and sustainable development. Therefore, the relevant issues of how to improve employee innovative job performance have been attached much importance to by scholars and practitioners in recent years. The relationship between occupational well-being and employee innovative job performance is one of the hot topics among these issues. Contemporar y researches on this topic have been done mainly in western cultural context and they didn＇t reach clear consensus. Due to significant differences between eastern cultural context and the western one, the specific mechanism on this topic in China＇s context has been called in question but it has not been paid enough attention to by researchers. In order to explore it further, this article tries to build a multilevel moderated mediation model in order to analyze the relationship between occupational well-being and employee innovative job performance by integrating individual self-representation theory and situational strength theory in China＇s context. Drawing on the above two theories, we hypothesized the mediating role of organizational-based self-concept and the moderating effect of transactional leadership between occupational well-being and innovative job performance. The empirical test of data from 73 work teams with 355 subordinates and their supervisors in multiple enterprises in China partly supported our hypotheses. It shows that organization-based self-esteem mediated the relationship between occupational well-being and employee innovative job performance. It also indicates that transactional leadership negatively moderated the relationship between organization-based self-esteem and innovative job performance, and this type of leadership also negatively moderates the indirect effect of occupational well-being on innovative job performance through organization-based self-esteem. However, perceived insider status shows no signs o

关 键 词：工作幸福感 创新绩效 内部人身份感知 组织自尊 交易型领导 

分 类 号：F272.92[经济管理—企业管理]