个别协议对员工创新绩效的影响:面向通信企业的实证研究  

The Effect of Idiosyncratic Deals on Employees'Innovation Performance:Empirical Study of a Communication Firm

作　　者：王小健 唐方成 田予涵 Wang Xiaojian;Tang Fangcheng;Tian Yuhan(School of Economics and Management,Beijing University of Chemical Technology,Beijing 100029)

机构地区：[1]北京化工大学经济管理学院,北京100029

出　　处：《管理评论》2020年第9期220-228,265,共10页Management Review

基　　金：国家自然科学基金重点项目(71532003);中央高校基本科研业务费专项资金项目(buctrc201804);北京化工大学一流学科建设专项资金项目(XK1802-5)

摘　　要：基于社会交换理论和自我提升理论,以某通信企业的261名不同阶层的员工作为调研对象,研究了组织中个别协议对员工创新绩效的影响以及变革责任感知和组织自尊的中介作用。实证研究结果表明:(1)变革责任感知和组织自尊是灵活型个别协议和员工创新绩效的中介变量,组织可以通过为员工提供灵活的工作方式来提高员工的创新绩效;(2)变革责任感知是发展型个别协议和员工创新绩效的中介变量,组织可以通过为员工提供自我发展的机会强化员工的创新行为。Based on social exchange theory and the theory of self-improvement,this study interviews 261 employees from communication firms and investigates the effect of idiosyncratic deals on employees'innovation performance through the mediating roles of felt obligation for constructive change(FOCC)and organization-based self-esteem(OBSE).The empirical results show that the two dimensions of idiosyncratic deals-flexible idiosyncratic deals and developmental idiosyncratic deals-both have a positive effect on employees'innovation performance through felt obligation for constructive change and organization-based self-esteem.That is to say,FOCC and OBSE mediate the relationship of idiosyncratic deals and employees'innovation performance.

关 键 词：个别协议 组织自尊 社会交换 自我提升 创新绩效 

分 类 号：F272.92[经济管理—企业管理] F626[经济管理—国民经济] F273.1