基于人力资源管理强度中介作用的组织沟通与员工创新行为研究  

Organization Communication and Employee Innovative Behavior:The Roles of Human Resource Management Strength,Devolved Management and Competitive Intensity

作　　者：唐贵瑶[1] 于冰洁[1] 陈梦媛[1] 魏立群[2] 

机构地区：[1]山东大学管理学院 [2]香港浸会大学工商管理学院

出　　处：《管理学报》2016年第1期76-84,共9页Chinese Journal of Management

基　　金：国家社会科学基金资助项目(13CGL072);山东大学"青年学者未来计划"培养人基金资助项目(2015WLJH15);山东大学自主创新人文社会科学青年团队资助项目(IFYT12063)

摘　　要：以我国中小企业为研究对象,构建了组织沟通质量、人力资源管理强度、授权管理、竞争强度和员工创新行为之间的影响关系模型,并对模型进行了实证分析。研究结果表明,组织沟通质量对人力资源管理强度具有显著的正向影响,人力资源管理强度正向地影响员工创新行为,即人力资源管理强度在组织沟通质量和员工创新行为的关系中起着中介作用。此外,授权管理和竞争强度在人力资源管理强度和员工创新行为的关系中起着调节作用:当组织授权管理程度较高时,人力资源管理强度对员工创新行为的正向影响就越强;企业面临的外部竞争强度越高,人力资源管理强度对员工创新行为的正向影响就越弱。This paper based on China＇s small and medium-sized enterprises,tests the organization communication-employee innovative behavior linkage and proposes a model with HRM strength as a mediator,devolved management and competitive intensity as moderators in this linkage.The results show that organization communication is positively related to employee innovative behavior,and the relationship is mediated by HRM strength.In addition,devolved management and competitive intensity moderate the relationship between HRM strength and employee innovative behavior：When the SMEs implement higher level of devolved management,the positive relationship between HRM strength and employee innovative behavior becomes stronger.The higher competitive intensity;the weaker the positive relationship between HRM strength and employee innovative behavior.

关 键 词：组织沟通质量 人力资源管理强度 授权管理 竞争强度 员工创新行为 中小企业 

分 类 号：C93[经济管理—管理学]