组织创新支持感与员工创新行为:多重认同的中介作用  

Perceived Organizational Support for Creativity and Employees' Innovation Behavior: the Mediating Effect of Multiple Identifications

作　　者：顾远东[1] 周文莉[1,2] 彭纪生[2] 

机构地区：[1]南京审计大学工商管理学院,江苏南京211815 [2]南京大学商学院,江苏南京210093

出　　处：《科技管理研究》2016年第16期129-136,共8页Science and Technology Management Research

基　　金：国家自然科学基金面上项目"企业研发团队集体效能感的形成及对团队效能的影响机制研究(71173102)";江苏高校优势学科建设工程资助项目

摘　　要：尝试将社会认同理论应用于组织创造力研究领域,将组织情景中与工作密切相关的3种身份认同(组织认同、领导认同、职业认同)同时引入到组织创新支持感与员工创新行为关系分析框架内。通过对高新技术企业472名员工的问卷调查,实证检验组织认同、领导认同和职业认同在组织创新支持感与员工创新行为之间的中介作用。数据分析结果显示,组织创新支持感促进员工创新行为;三种认同在组织创新支持感与员工创新行为之间的中介作用都通过检验,并且组织创新支持感完全通过这三种认同的中介作用,间接影响员工创新行为;其中职业认同的中介效应最强。This study focused on organizational creativity research through social identity view. We used three kinds of i- dentities including organizational identification, supervisor identification, professional identification which are closely relat- ed with the relationship between perceived organizational support for creativity and innovation behavior. We theorized that organizational identification, supervisor identification, professional identification would mediate that relationship. In a sam- ple of 472 employees from high - tech enterprises, we tested the hypothesis. The results showed that： perceived organiza- tional support for creativity promoted employees＇ innovative behavior; multiple identity mediated the relationship between perceived organizational support for creativity and innovation behavior, namely perceived organizational support for creativity indirectly affected innovation behavior through the full mediation role of multiple identity.

关 键 词：组织创新支持 员工创新行为 组织认同 领导认同 职业认同 

分 类 号：F272.92[经济管理—企业管理]