组织变革背景下员工创新行为研究  

A Study of Employees' Innovative Behavior against Organizational Change

作　　者：林志扬[1] 裴彩霞[1] 

机构地区：[1]厦门大学管理学院,福建厦门361005

出　　处：《厦门大学学报（哲学社会科学版）》2017年第2期96-105,共10页Journal of Xiamen University(A Bimonthly for Studies in Arts & Social Sciences)

基　　金：教育部人文社会科学研究规划基金项目"组织结构变革中的路径依赖与路径突破研究"(11YJA630057)

摘　　要：员工的创新行为是组织创新及获得竞争优势的重要源泉。当前,组织变革越来越趋于常态化和复杂化,在组织变革的背景下员工对变革结果的预估对其创新行为有着显著影响。以9个城市40多家组织的员工作为研究对象,并对问卷所获得数据进行层级回归分析,结果表明,员工对变革结果的预估中,变革预期收益对员工创新行为有显著的正向影响,变革预期付出对员工创新行为有显著的负向影响,变革情感承诺在其中起到部分中介作用;变革预期收益与变革预期付出的交互会显著影响变革情感承诺。Organization change is becoming increasingly common and complex. It is of much practical significance to investigate the effects of employees＇ assessment of change outcome on their innovative behaviors and the internal mechanism in the context of organization change. Using the data from employees of 40 organizations in nine cities with questionnaires to conduct hierarchical regressions, we have found that while employees believe that a change is promising, expected gain from the change is significantly positively associated with employees＇ innovative behavior, expected payment for the change has negative effect on employees＇ innovative behavior, and affective commitment to change partially mediates that effect. The interaction between expected gain from the change and expected payment for the change is significantly correlated with affective commitment to that change.

关 键 词：组织变革 员工创新行为 变革情感承诺 

分 类 号：F272.921[经济管理—企业管理]