组织认同对员工创新行为的促进和抑制过程  

The process whereby organizational identification promotes and prohibits employees’ innovative behavior

作　　者：刘艳[1] 邹希 舒心 LIU Yan;ZOU Xi;SHU Xin(School of Economics and Management,Wuhan University,Wuhan 430072,China)

机构地区：[1]武汉大学经济与管理学院

出　　处：《心理科学进展》2019年第7期1153-1166,共14页Advances in Psychological Science

基　　金：国家自然科学基金项目(71872135);教育部人文社会科学研究一般项目(17YJA630062)资助

摘　　要：企业稳定发展的关键之一是员工对组织的高认同感。员工创新是企业创新发展的基石。然而关于组织认同对创新行为影响的研究发现并不一致。规范冲突模型为深入理解二者之间的关系提供了理论视角。根据此模型,员工组织认同通过不满现状和遵守现状两个相反的路径对创新行为产生促进和抑制的双重影响;员工规范冲突感知是引发不满现状和遵守现状产生的重要条件;领导创新期待与创新支持在组织认同对员工创新行为的促进和抑制过程中起到调节作用。One of the key elements for firms to develop stably is a high level of employees’ identification with their organizations. Employees’ innovative behavior is the cornerstone of firms’ innovation. However, there are inconsistent research findings about the influence of organizational identification on employees’ innovative behavior. The normative conflict model provides a theoretical lens for deep understandings of their relationship. According to this model, organizational identification has a dual impact (i.e. promotive and prohibitive) on innovative behavior through two disparate paths (i.e. dissatisfaction of the status quo and conforming to the status quo);employees’ perceptions of normative conflict are crucial conditions to trigger their dissatisfaction of and conforming to the status quo;leaders’ expectations and support for employees’ innovative behavior play moderating roles in the process whereby organizational identification promotes and prohibits employees’ innovative behavior.

关 键 词：组织认同 规范冲突模型 创新行为 

分 类 号：B849[哲学宗教—应用心理学] C93[哲学宗教—心理学]