员工优势使用如何影响创新行为——组织自尊与积极情绪的链式中介作用  

How does Employee Strengths Use Influence Innovation Behavior:the Chain Mediating Effect of Organizational Self-Esteem and Positive Emotions

作　　者：汪海霞[1] 王娜娜 Wang Haixia;Wang Nana(School of Economics and Management, Shihezi University, Shihezi 832000, China)

机构地区：[1]石河子大学经济与管理学院,新疆石河子832000

出　　处：《科技进步与对策》2021年第17期125-133,共9页Science & Technology Progress and Policy

基　　金：国家社会科学基金项目(20BGL207);兵团社会科学基金项目(19YB15)。

摘　　要：基于自我一致性理论和情感事件理论,以认知—情感系统理论作为影响路径的逻辑脉络,构建员工优势使用通过组织自尊与积极情绪影响员工创新行为的链式中介模型,探讨差错反感文化的边界作用。采用问卷调查法在两个时间点进行数据收集,通过配对得到302份有效数据,相关分析结果表明:员工优势使用正向影响创新行为;组织自尊和积极情绪不仅分别在员工优势使用与创新行为间发挥部分中介作用,而且共同发挥链式中介作用;差错反感文化负向调节员工优势使用与创新行为、组织自尊与创新行为、积极情绪与创新行为的关系。Based on self-consistency theory and affective event theory,a chain mediation model of employee strengths use influencing employee innovation behavior through organizational self-esteem and positive emotion was constructed based on the cognitive-affective system theory as the logical line of influence path,and the moderated role of error aversion culture was explored.A questionnaire was used to collect data at two time points,and a total of 302 valid data were obtained through matching.The results of data analysis showed that employee strengths use positively influenced innovation behavior;organizational self-esteem and positive emotion partially mediated between employee strengths use and innovation behavior,respectively,and also jointly mediated in the chain;error aversion culture negatively moderated between employee strengths use and innovation behavior,organizational self-esteem and innovation behavior,and positive emotion and innovation behavior.

关 键 词：员工优势使用 创新行为 组织自尊 积极情绪 差错反感文化 

分 类 号：F272.92[经济管理—企业管理]