员工资质过剩感与创新行为关系研究:社会认知理论的视角  

Study of Relationship between Employee Overqualification and Innovation Behavior: A Perspective of Social Cognitive Theory

作　　者：王朝晖[1] WANG Zhao-hui(Business School Hunan First Normal University,Changsha 410205,China)

机构地区：[1]湖南第一师范学院商学院

出　　处：《科技与经济》2019年第3期65-69,共5页Science & Technology and Economy

基　　金：国家社会科学基金项目——“新生代员工资质过剩感对创造力影响的追踪研究”(项目编号:17BGL110;项目负责人:王朝晖)成果之一;湖南省自然科学基金项目——“中国情境下员工越轨创新行为的研究:结构、多层次成因和影响”(项目编号:2019JJ40051;项目负责人:王朝晖)成果之一;湖南省教育厅科研项目——“中国企业动态双元能力的内容结构、前因及其效应研究”(项目编号:17A042;项目负责人:王朝晖)成果之一

摘　　要：基于社会认知理论,考察了资质过剩感对员工创新行为的作用机制和边界条件。通过对527名员工的问卷调查数据进行分析,结果发现:员工的资质过剩感对其角色宽度自我效能具有显著的正向影响;角色宽度自我效能在资质过剩感与员工创新行为之间起中介作用;主管支持在其中发挥调节效果,不仅调节了资质过剩感对角色宽度自我效能的正向影响,还调节了角色宽度自我效能的中介作用,当主管支持较高时,资质过剩感对角色宽度自我效能的正向影响以及角色宽度自我效能的中介作用均不显著,反之,显著。研究结果丰富了资质过剩和创新行为的相关研究,为企业管理者激发员工创新行为提供了新的视角。Drawing on the social cognitive theory,this paper examines the action mechanism and boundary conditions of overqualification on employee innovation behavior. Through analysis of data acquired through questionnaire from 527 employees,it is found that employee overqualification has a significant positive effect on the role width self-efficacy;role width self-efficacy plays a mediating effect between overqualification and employee innovation behavior;supervisor support plays a regulating effect in such relationship,it regulates both the positive effect of overqualification on role width self-efficacy and the mediating effect of role width self-efficacy;when the supervisor support is high,the positive effect of overqualification on role width self-efficacy and the mediating effect of role width self-efficacy are not significant,while they are significant when the supervisor support is low. The research results of this paper enrich the relevant research on overqualification and innovation behavior and provide a new perspective for enterprise managers to stimulate the employee innovation behavior.

关 键 词：资质过剩感 角色宽度自我效能 创新行为 主管支持 

分 类 号：F272.92[经济管理—企业管理]