工作幸福感对员工创新绩效的影响——工作价值观和工作自主性的双重调节  

Occupational Well-being and Employees' Innovation Performance——The Moderating Role of Work Values and Work Autonomy

作　　者：任华亮 郑莹[2] 张庆垒[3] REN Hualiang;ZHENG Ying;ZHANG Qinglei(School of Business,Jiangnan University,Wuxi 214122,China;School of Business,Nanjing Tech University,Nanjing 211800,China;School of Marketing and Logistics Management,Nanjing University of Finance and Economics,Nanjing 210023,China)

机构地区：[1]江南大学商学院,江苏无锡214122 [2]南京工业大学经济与管理学院,江苏南京211800 [3]南京财经大学营销与物流管理学院,江苏南京210023

出　　处：《财经论丛》2019年第3期94-103,共10页Collected Essays on Finance and Economics

基　　金：教育部人文社科项目青年项目(16YJC630100);中央高校基本科研业务费专项资金资助项目(2017JDZD14)

摘　　要：工作幸福感和员工创新绩效之间的关系存在一定争议。本研究引入能力与成长工作价值观和工作自主性两个调节变量,探讨工作幸福感对创新绩效的影响机制。通过对6家企业353名员工与92名主管的配对调查获得数据,采用层级回归法进行分析,结果表明:工作幸福感对员工创新绩效产生显著的正向影响;能力与成长工作价值观对工作幸福感和员工创新绩效之间的关系起到调节作用;工作自主性能够调节能力与成长工作价值观的调节作用。The relationship between occupational well-being and employees innovation performance has been controversial. This study explores the underlying mechanism by which occupational well-being affects employees innovation performance by introducing the moderating role of work values and work autonomy. Research data are collected by paired survey questionnaires of 353 employees and 92supervisors in 6 companies. The empirical results from the hierarchical multiple-regression find that occupational well-being has significant and positive impact on employees innovation performance. Competence and growth work value plays a moderating role on the relation between occupational well-being and employees innovation performance. A significant three-way interaction ( moderated moderating ) effect is found among work autonomy, work values and employees innovation performance.

关 键 词：工作幸福感 创新绩效 工作价值观 工作自主性 

分 类 号：F272.92[经济管理—企业管理]