人力资源管理强度能够提升员工创新行为吗?基于服务业企业的研究  

Can Human Resource Management Strength Improve the Employee’s Innovation Behavior?A Research Based on Service Industry Enterprises

作　　者：陈岩[1] 张尧 马秋莹 Chen Yan;Zhang Yao;Ma Qiuying(Business School of Shandong University of Technology,Zibo 255012;School of Economics of University of Warwick,Coventry CV47AL,United Kingdom)

机构地区：[1]山东理工大学管理学院,淄博255012 [2]英国华威大学经济学院,考文垂CV47AL

出　　处：《中国人力资源开发》2020年第3期31-42,共12页Human Resources Development of China

基　　金：国家自然科学基金资助项目“绿色人力资源管理:影响因素与作用效果的跨层次追踪研究”(71872102);山东省社会科学规划研究项目“我国服务业企业人力资源管理强度对服务创新的影响与作用机制研究”(16CGLJ23)。

摘　　要：服务业企业员工的创新行为是驱动服务业企业发展的关键。文章以我国12家服务业企业的324名员工为调查对象,依据社会认同理论构建了人力资源管理强度、心理所有权、创造力自我效能感和员工创新行为之间的关系模型,并对模型进行了实证检验。结果表明:人力资源管理强度对员工创新行为有显著的正向影响;心理所有权在人力资源管理强度与员工创新行为的关系中起着中介作用;心理所有权和员工创造力自我效能感的交互对于员工创新行为具有显著的正向影响。Innovation Behaviors of employees in service enterprises are the key to drive the development of service enterprises.According to social identity theory, based on a sample of 324 employees in 12 service firms, this paper makes an empirical study to reveal the relationship and the influence mechanism between the strength of human resource management and employee’s innovation behavior. The research finds: the strength of human resource management has a significant positive influence on innovation behavior;psychological ownership have mediating effects on the relationship between the strength of human resource management and employee’s innovation behavior;the interaction between psychological ownership and employees’ creative self-efficacy has a significant positive impact on employees’ innovative behavior.

关 键 词：人力资源管理强度 心理所有权 创造力自我效能感 员工创新行为 

分 类 号：F272.92[经济管理—企业管理] F719[经济管理—国民经济]