高绩效工作系统与员工创新行为——个人感知视角的影响机制  

HPWS and Employee Innovative Behavior——The Mechanism based on Perspective of Individual Perception

作　　者：阎亮[1] 白少君[2] Yan Liang Bai Shaojun(The International Business School of Shaanxi Normal University,Xi＇an 710119,China The Business School of Xi’an International Studies University, Xi’an 710128,China)

机构地区：[1]陕西师范大学国际商学院,陕西西安710119 [2]西安外国语大学商学院,陕西西安710128

出　　处：《科技进步与对策》2016年第20期134-139,共6页Science & Technology Progress and Policy

基　　金：教育部人文社会科学研究青年基金项目(15YJC630153);中国博士后科学基金面上项目(2015M570811)

摘　　要：高绩效工作系统对员工角色内外行为存在积极影响,然而现有文献关于高绩效工作系统对员工创新行为的影响机制探讨不足。基于以往研究,从个人感知视角探讨高绩效工作系统对员工创新行为的影响。实证研究结果显示:员工感知的高绩效工作系统对其创新行为有积极影响;组织创新氛围、员工感知到的组织对员工发展的投入、组织承诺和创新自我效能感在高绩效工作系统和创新行为之间起中介作用。研究结论可为分析高绩效工作系统对员工行为的影响机制提供理论依据,同时也为组织提升员工创新行为提供一定借鉴。High Performance Work System（HPWS）has been proved that it has a positive impact on employees＇ in-role and out-role behaviors,however,the existing literature on the mechanism of HPWS on innovation behavior is insufficient Based on previous studies,this article from individual perception investigates the effects of HPWS on employee innovation behavior.The empirical study shows that employees＇ perception of HPWS has a positive impact on their innovative behavior;Organizational innovation climate,perceived organizational investment in employee development,organizational commitment and innovative self-efficacy play a mediation role between HPWS and innovative behavior.Research has a theoretical contribution on the mechanism of HPWS influencing on innovative behavior and give some reference for the organization to improve employee innovative behavior.

关 键 词：高绩效工作系统 组织创新氛围 创新行为 创新自我效能感 组织承诺 

分 类 号：F272.92[经济管理—企业管理]