检索规则说明:AND代表“并且”;OR代表“或者”;NOT代表“不包含”;(注意必须大写,运算符两边需空一格)
检 索 范 例 :范例一: (K=图书馆学 OR K=情报学) AND A=范并思 范例二:J=计算机应用与软件 AND (U=C++ OR U=Basic) NOT M=Visual
作 者:李树文 孙锐[2] 梁阜[3] LI Shuwen;SUN Rui;LIANG Fu(School of Economics and Management,Tongji University,Shanghai 201804,China;Chinese Academy of Personnel Science,Beijing 100101,China;Department of Business Management,Shandong University of Finance and Economics,Jinan 250014,China)
机构地区:[1]同济大学经济与管理学院,上海201804 [2]中国人事科学研究院,北京100101 [3]山东财经大学工商管理学院,山东济南250014
出 处:《管理工程学报》2020年第2期50-59,共10页Journal of Industrial Engineering and Engineering Management
基 金:国家自然基金资助项目(71172109);国家自然基金资助创新群体项目(71421061);山东省自然基金资助项目(ZR2017MG003)。
摘 要:当前对组织情绪能力及创新影响的研究尚处于初步探讨阶段,相关理论及作用机制研究亟待在不同组织情景下的实证分析和检验。本文研究基于"情绪事件"理论,提出了一个科技企业的组织情绪能力对产品创新绩效影响的链式有调节的中介模型。研究通过对455家科技企业的多源问卷调查发现:情感承诺与人力资本在科技型企业组织情绪能力对产品创新绩效的作用中扮演链式中介角色;其中,外部环境动态性在链式中介模型"组织情绪能力-情感承诺"作用环节中扮演调节角色;而外部环境竞争性在链式中介模型"组织情绪能力-情感承诺"与"人力资本-产品创新绩效"作用环节中均产生显著的调节作用。本研究发现将对动态变革环境下,科技型企业组织情绪能力-创新作用机理探讨具有一定理论贡献,同时对推动企业创新的情绪管理实践具有重要的参考价值。With the development of social economy and technology,organizational emotional capability has become an important means of enhancing organizational innovation,identifying organizational cultural values and adapting to complex external environments.Affective event theory(AET)postulates that organizational emotions are triggered by specific events,which affect employees'attitudes and behaviors and form a cyclic chain of“event-emotion-attitude-behavior-performance”.Some scholars believe that,although emotion is an intrinsic psychological experience,it exhibits characteristics of both psychology and sociology.It can act on the organization much the same as employees would,thus affecting the organizational assumptions and professional judgment of employees’groups.Recently,the concept of organizational emotional capability based on organizational emotional governance has been given international attention,and attempts have been made to apply it in the field of organizational innovation management.Some scholars have suggested that the organizational group will collectively generate emotional energy,and the related guiding and regulating capacity is also an important organizational ability;which can serve as emotional motivation or an emotional obstacle to important activities such as resource transformation and innovation within the organization.However,current research on organizational emotional capability and innovation is still in the preliminary stages of discussion,and there is a pressing need for relevant theories and the mechanism of action to be investigated,empirically analyzed,and tested under different organizational scenarios.Based on the theory of affective events,the study introduces environmental competitiveness,environmental dynamics,affective commitment,and human capital into the relationship between organizational learning ability and innovative performance.SPSS23.0 and Lisrel8.7 are used for multi-level regression analysis and reliability and validity testing.Empirical research on multi-source
正在载入数据...
正在载入数据...
正在载入数据...
正在载入数据...
正在载入数据...
正在载入数据...
正在载入数据...
正在链接到云南高校图书馆文献保障联盟下载...
云南高校图书馆联盟文献共享服务平台 版权所有©
您的IP:216.73.216.28