基于组织公正调节中介模型的新生代员工自我效能和创新绩效研究  

Relationship between Self-Efficacy and Innovation Performance of the New Generation Staffs:A Model of Mediation Moderated of Organizational Justice

作　　者：张伶[1] 连智华[2] 

机构地区：[1]南开大学周恩来政府管理学院 [2]厦门大学嘉庚学院

出　　处：《管理学报》2017年第8期1162-1171,共10页Chinese Journal of Management

基　　金：国家自然科学基金资助项目(71272181);教育部人文社会科学研究青年基金资助项目(15YJC630069);福建省高校杰出青年科研人才资助项目(2016023)

摘　　要：基于人境适配理论,通过对沿海经济区域新生代员工和主管有效配对之403份调查数据进行统计分析,探索职业压力与社会支持在新生代员工自我效能与创新绩效之间的影响关系,以及组织公正在上述因果关系中的调节中介效应。研究结果表明,在新生代员工这一特定群体中,其职业压力在自我效能与创新绩效之间发挥中介作用;社会支持在自我效能与创新绩效之间发挥中介作用;组织公正包括分配公正、程序公正和互动公正3个维度,不仅部分调节了职业压力和创新绩效之间的关系,还分别对职业压力和社会支持产生部分被调节的中介效应。Based on views of Person-Environment Fit theory,this study explored the relationship among job stress,social support,self-efficacy and innovation performance of the new generation staffs,and the effect of mediation-moderation of organizational justice in the above causal relationship.We collected 403 survey data of effective matched staffs and supervisors in the coastal economic area for statistical analysis.The results show that under the background of the special groups of new generation employees,job stress plays mediating role between the self-efficacy and innovation performance;social support plays mediating role between the self-efficacy and innovation performance;and organizational justice includes distributive justice,procedural justice and interactional justice,and it partly moderates the relationship between job stress and innovation performance;organizational justice partly moderates the mediation effect of occupational stress;and organizational justice partly moderates the mediation effect of social support.

关 键 词：自我效能 创新绩效 组织公正 职业压力 社会支持 

分 类 号：C93[经济管理—管理学]