心理授权与员工创新行为关系的元分析  

A Meta-analysis on the Relationship Between Psychological Empowerment and Employee Innovation Behavior

作　　者：雍少宏 张森森 牛晓茹 陈鸾 YONG Shao-hong;ZHANG Sen-sen;NIU Xiao-ru;CHEN Luan(School of Education,Ningxia University,Yinchuan 750021)

机构地区：[1]宁夏大学教育学院,银川750001

出　　处：《软科学》2022年第6期93-97,共5页Soft Science

基　　金：国家自然科学基金项目(71561021);宁夏重点研发计划项目(软科学方向)(2018BEB03029)。

摘　　要：通过元分析方法探讨心理授权及其4个维度(自我效能、自我决定、工作意义、工作影响)与员工创新行为之间的相互关系与潜在影响因素。通过中英文文献检索与筛选,共有33篇文献105个独立样本符合元分析标准(N=10556)。结果显示,心理授权及其维度均与员工在组织中的创新行为正相关,其中以心理授权的相关性最大。调节效应检验表明:关联强度主要受文化背景与个体差异因素内外源维度的影响,不受员工创新行为测量工具影响。This study explores the relationship between psychological empowerment and its four dimensions(self-efficacy,self-determination,job meaning,and job impact)and employee innovation behavior and its potential influencing factors through meta-analysis.Through literature retrieval and screening in Chinese and English,a total of 105 independent samples from 33 literatures met the meta-analysis criteria(N=10556).The results show that the psychological empowerment and its dimensions(competence,self-determination,meaning and impact)are positively correlated with employees′innovation behavior in the organization,and psychological empowerment has the greatest correlation.The moderating effect test shows that the correlation strength is mainly influenced by cultural background and individual differences,but not by innovation behavior measurement tools.

关 键 词：组织行为 员工创新行为 元分析 心理授权 调节效应 

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