员工的创新自我效能感对创新行为的影响  

Impact of Innovative Self-efficacy on Employee′s Innovation Behavior

作　　者：高鹏[1] 吴维库[1] 陈信龙 

机构地区：[1]清华大学经济管理学院,北京100084

出　　处：《技术经济》2016年第12期29-37,共9页Journal of Technology Economics

基　　金：国家自然科学基金项目"复杂变化环境下企业组织管理整体系统及其学习变革的研究"(71121001;71421061)

摘　　要：基于社会认知理论,将创新内生动机作为中介变量,将组织自尊作为调节变量,建立了员工创新自我效能感对其创新行为影响的概念模型。利用调研数据验证研究假设。研究结论如下:员工的创新自我效能感对其创新行为和创新内生动机有显著的正向影响;创新内生动机在员工的创新自我效能感与创新行为间起部分中介作用;组织自尊对员工的创新内生动机与创新行为的关系起负向调节作用。Based on the theory of social cognition,this paper builds the conceptual model of the impact of innovative self-efficacy on employees＇innovative behavior through taking intrinsic motivation as the mediator and taking organizational-based self-esteem as the moderator. And it usesthe survey data to test the hypothesis. The result shows as follows：the impacts of innovative self-efficacy on employees＇ innovative behavior andintrinsic motivation are positive;intrinsic motivation mediates partly the relationship between innovative self-efficacy and innovative behavior;organizational-based self-esteem moderates negatively the relationship between innovative self-efficacy and employees＇ innovative behavior.

关 键 词：社会认知理论 创新自我效能感 创新行为 内生动机 组织自尊 

分 类 号：F272.92[经济管理—企业管理]