主管支持、职业压力与员工创新行为  

Supervisor Support,Job Stress and Employees' Innovative Behavior

作　　者：连智华[1] 张伶[2] 

机构地区：[1]厦门大学嘉庚学院,福建漳州363105 [2]南开大学周恩来政府管理学院,天津300071

出　　处：《现代财经（天津财经大学学报）》2016年第8期91-101,共11页Modern Finance and Economics：Journal of Tianjin University of Finance and Economics

基　　金：教育部人文社会科学研究青年基金项目(15YJC630069);福建省中青年教师教育科研项目(JAS150780)

摘　　要：基于社会交换理论视野,探索职业压力传递下知觉主管支持、心理资本同创新行为之间的影响关系,以及主管支持和心理资本的双向调节作用。研究以福建、天津和上海等省市企业330份主管和员工配对调查数据进行统计分析,实证结果表明,在新常态经济的特定环境下,知觉主管支持和心理资本是解释创新行为的有效变量;主管支持可以通过职业压力造就员工创新行为;员工职业压力在心理资本同创新行为之间亦发挥中介效应。此外,知觉主管支持和心理资本对员工职业压力产生双向调节作用。Based on the social exchange theory, the purpose of this study is to explore the influ- encing relationships among supervisor support, job stress and innovative behavior, and to study the two-way moderating effect between the supervisor support and psychological capital. We collected 330 pairing samples from employees and supervisors of companies in Fujian, Tianjin and Shanghai for statistical analysis. The results indicate that, under the specific background of New Normal, perceived supervisor support has a significant positive impact on innovative behavior; and psycho- logical capital also has a significant positive impact on innovative behavior; supervisor support can lead to innovative behavior through the mediating effect of job stress; job stress plays a mediating role between psychological capital and innovative behavior. In addition, perceived supervisor sup- port and psychological capital also bring two-way moderating effect to job stress.

关 键 词：主管支持 心理资本 职业压力 创新行为 

分 类 号：F272.92[经济管理—企业管理]