雇主品牌与员工创新行为关系研究  

A Study on the Relationship between Employer Brand and Employee's Innovative Behavior

作　　者：姜友文[1] 王祯敏[1] 宋金城[1] 

机构地区：[1]贵州财经大学工商学院,贵州贵阳550025

出　　处：《贵州财经大学学报》2017年第5期30-40,共11页Journal of Guizhou University of Finance and Economics

摘　　要：把员工创新行为作为因变量,把雇主品牌作为自变量,把工作幸福感作为中介变量,把职业韧性作为调节变量,构建了一个揭示雇主品牌对员工创新行为的影响效果及影响机制的模型。通过对81家企业的946名在职员工进行问卷调查,采用多层线性模型技术对样本数据进行统计分析,研究发现:(1)雇主品牌正向影响员工工作幸福感与创新行为;(2)工作幸福感显著正向影响创新行为,工作幸福感在雇主品牌与员工创新行为之间起部分中介作用;(3)职业韧性在工作幸福感与创新行为的关系中起正向调节作用,职业韧性越强,工作幸福感对创新行为的影响作用越强。This article aims to reveal the influence mechanism of employer brand on employee＇ s innovative behavior. With employee innovation behavior as dependent variable, employer brand as independent variable, working happiness as mediating variable, career resilience as moderating variable, the author constructs a mechanism model among variables. Using the data of 946 employees from 81 companies and HLM analysis technique, results are shown as follows： firstly, employer brand has significantly positive effects on working happiness and employee＇ s innovative behavior; secondly, working happiness has significantly positive effect on employee＇s innovative behavior, and also partially plays a mediating role in the relationship between employer brand and innovative behavior; thirdly, career resilience plays a positive moderation rote in the relationship between working happiness and employee＇ s innovative behavior, namely career resilience with higher degree leads to stronger effect of working happiness on innovative behavior. These findings not only help to further enrich the achievements of employer brand and innovative behavior theory , but also provide useful inspiration for human resource management practice.

关 键 词：雇主品牌 员工创新行为 工作幸福感 职业韧性 

分 类 号：F270.7[经济管理—企业管理]