员工-主管边界分割偏好匹配对员工创新行为的影响  

Influence of Employee-Supervisor Boundary Segmentation Preference Fit on Employees’Innovative Behavior

作　　者：付竞瑶[1] 张兰霞[1] 赵建浩 钱金花[2] FU Jingyao;ZHANG Lanxia;ZHAO Jianhao;QIAN Jinhua(Northeastern University,Shenyang,China)

机构地区：[1]东北大学工商管理学院,沈阳市110167 [2]东北大学理学院

出　　处：《管理学报》2021年第4期521-530,538,共11页Chinese Journal of Management

基　　金：国家自然科学基金资助项目(71972032)。

摘　　要：依据个体-环境匹配理论,基于两个时点的配对问卷调查数据,采用多项式回归、响应面分析和块变量分析方法,探讨了员工-主管边界分割偏好匹配对员工创新行为的影响。研究结果表明:员工-主管边界分割偏好的一致性匹配有利于提高员工的工作自主性并激发创新行为,员工-主管边界分割偏好的差异性匹配会减弱员工的工作自主性及创新行为。具体而言,当员工-主管边界分割偏好为一致性匹配时,员工偏好低-主管偏好低匹配对员工工作自主性和创新行为的正向影响更强;当员工-主管边界分割偏好为差异性匹配时,员工偏好高-主管偏好低匹配对员工工作自主性和创新行为的负向影响更强;员工工作自主性在员工-主管边界分割偏好匹配对员工创新行为的影响中起部分中介作用。According to person-environment fit theory,based on the two-point paired questionnaires,this study researched the influence of employee-supervisor boundary segmentation preference fit on employees’innovative behavior.The results of polynomial regressions,response surface methodology and block variable analysis supported the hypothesis about congruence and incongruence effects.Further,congruence effects were found wherein employees had higher job autonomy and stronger innovative behavior when employees and supervisors both had low boundary segmentation preference rather than high boundary segmentation preference.Meanwhile,asymmetrical incongruence effects were found wherein employees had lower job autonomy and poorer innovative behavior when employees had high boundary segmentation preference and supervisors had low boundary segmentation preference compared with employees had low boundary segmentation preference and supervisors had high boundary segmentation preference.Moreover,employees’job autonomy partially mediated the relationship between employee-supervisor boundary segmentation preference fit and employees’innovative behavior.

关 键 词：边界分割偏好 员工-主管边界分割偏好匹配 创新行为 工作自主性 响应面分析 

分 类 号：C93[经济管理—管理学]