包容型人力资源管理实践对员工创新行为的影响——基于创新自我效能感的中介作用  

Influence of inclusive human resource management practice on employees’ innovative behaviors——The mediating effect based on self-efficacy of innovation

作　　者：方阳春 雷雅云[2] 宋志刚 Fang Yangchun;Lei Yayun;Song Zhigang(Global Institute for Zhejiang Merchants Development,Zhejiang University of Technology,Hangzhou 310023,Zhejiang,China;School of Managem ent,Zhejiang University of Technology,Hangzhou 310023,Zhejiang,China;Department of Psychology and Behavioral Science,Zhejiang University,Hangzhou 310007,Zhejiang,China)

机构地区：[1]浙江工业大学全球浙商发展研究院,浙江杭州310023 [2]浙江工业大学管理学院,浙江杭州310023 [3]浙江大学心理与行为科学系,浙江杭州310007

出　　处：《科研管理》2019年第12期312-322,共11页Science Research Management

基　　金：国家社科一般项目:“包容型人力资源管理实践驱动企业创新机制和对策研究”(15BGL099);浙江省软科学重点项目:“浙江省构建包容型科技人才政策研究”(2018C25024);国家自然科学基金项目:“高绩效工作系统、智力资本与组织绩效关系研究:内外部契合的视角”(71573234)

摘　　要：个体创新是组织创新的基础,关系到企业的生存与发展,构建有效的企业人力资源管理实践模式是促进员工创新行为的关键。本文将传统的"包容理念"融入到现代的"人力资源管理实践"中,探讨了包容型人力资源管理实践对员工创新行为的影响,并验证了员工创新自我效能感的中介作用。其中,社会认同理论、社会交换理论、社会公平理论为本研究提供了理论支持。基于问卷调研实证分析结果表明:(1)包容型人力资源管理实践包括"多元化引进人才"、"用人所长"、"容错鼓励建言"、"重视员工培养"、"注重跨部门交流"、"公平共赢"六个方面。创新行为包括创新过程和创新结果两个维度。(2)包容型人力资源管理实践各维度与创新过程和结果均呈显著正相关。"容错鼓励建言"对员工的创新过程和结果都有显著影响;"用人所长"显著影响员工创新过程,"公平共赢"对创新结果有显著影响;创新自我效能感对员工创新过程和结果具有显著影响。(3)员工自我效能感在"容错鼓励建言"与员工创新过程和结果之间起完全中介作用,员工自我效能感在"用人所长"与员工创新过程中起中介作用。建议企业建立"用人所长"、"公平共赢"、"容错鼓励建言"机制。Innovation is the first driving force of development and the strategic support for building a modern economic system. Individual innovation is the foundation for organization to innovate, which is regarded as the important influencing factor for enterprise’s survival and development of the enterprise. Employee innovation is complex behaviors composed of the generation of ideas and implementation of a variety. When people perceive that surrounding environment has a promoting effect on the innovation behavior, the innovation consciousness will be produced. However, in the face of workforce diversity and new generation of employees, how to effectively motivate innovation behavior of employees is a problem for the human resource management. While, human resource management practice as the connecting link between individual and organization can affect employees’ attitudes and behavior, therefore it is necessary for enterprises to establish an effective human resource management practices which is the key factor to promote employees’ innovative behavior. Human resource management practice is a series of internal matching activities and policies supporting the implementation of enterprise strategy, covering various modules such as talent selecting, cultivating, utilizing and motivating. As we all know, inclusiveness is a feature of traditional Chinese culture and civilization. How to integrate the traditional concept of inclusiveness into modern human resource management and promote the innovation of enterprises is an issue worth further study. Research on inclusive growth, inclusive innovation, and inclusive leadership has gained momentum. The research field of diversification management has received extensive attention. With the highlight of the importance of talents, people emphasized on the diversified characteristics of talents and the improvement of internal demand for talents. Therefore, it is urgent to combine the concept of "inclusiveness" with HRM practices and establish an inclusive HRM practices. This

关 键 词：包容型人力资源管理实践 创新行为 自我效能感 中介作用 

分 类 号：C962[经济管理—人力资源管理]