多元包容性人力资源实践对员工创新行为的影响研究——工作繁荣和共享型领导的作用  

Research on the impact of diversity & inclusion human resource practice on employee innovative behavior——The effect of thriving work and shared leadership

作　　者：赵富强[1] 陈耘[1] 向蝴蝶 Zhao Fuqiang;Chen Yun;Xiang Hudie(School of Management,Wuhan University of Technology,Wuhan 430070,Hubei,China)

机构地区：[1]武汉理工大学管理学院,湖北武汉430070

出　　处：《科研管理》2022年第8期192-200,共9页Science Research Management

基　　金：国家社会科学基金项目:“两化融合情境下双元性人力资源实践对创新绩效影响的跨层纵向研究”(16BGL107,2016.07—2018.12);“中国情境下多元包容型人力资源实践内涵结构与作用机制研究”(20FGLB047,2020.10—2022.12)。

摘　　要：多元化劳动力异质性知识激发创新的同时,也为组织带来诸多管理挑战,因而求同用异的人力资源实践成为学界与业界关注的热点。基于此,本研究基于资源保存理论,界定了多元包容性人力资源实践(DI-HRP)的内涵构成,揭示了其通过工作繁荣对员工创新行为的影响机理,考察了共享型领导在其间的调节作用。本研究通过对37家企业461个有效样本的多时点追踪与分层回归分析发现:(1)DI-HRP正向影响员工创新行为;(2)工作繁荣在DI-HRP对员工创新行为的影响间起中介作用;(3)共享型领导正向调节DI-HRP对工作繁荣和员工创新行为的直接影响以及其通过工作繁荣对员工创新行为的间接作用。With the development of economic globalization, the product life cycle is becoming shorter and shorter, the development of science and technology is changing with each passing day, the consumer demand is becoming more and more diverse, the cross-border integration is in full swing, and the dynamic competition is becoming more and more complex, an organizations can only survive through continuous innovation, and organizational innovation comes from the employees′ innovative behavior. With the coordinated development of the domestic five modernizations, the cross regional flow of labor force is becoming more and more frequent, and the composition of organizational labor force is becoming more and more diverse. The diversity of the labor force brings the organization with not only the heterogeneous knowledge and the stimulating innovation opportunities, but also many challenges to the diversified management and the integration of conflicts. While its diverse heterogeneous knowledge stimulates organizational innovation, it also brings integration conflicts and management challenges to the organization. Therefore, how to stimulate employees′ innovative behavior has become a hot topic of common concern in both academia and industry.Under the background of the diversity, organizations need to understand, respect and appreciate the diversity and unique contributions of employees, treat them fairly, encourage them to participate in organizational management, help them adapt to the organization, tolerate unintentional errors and tolerate different views, so as to make the organization get better development. Therefore, under the background of multiple integration, the human resources practice to seek common and use difference has been widely concerned by the academia and the industry. Diversity management emerges as the times require. It recognizes and respects the individual differences, recruits and selects the diverse labor force, strengthens its organizational identity, so as to reconstruct positive employment rela

关 键 词：多元包容性人力资源实践 员工创新行为 工作繁荣 共享型领导 

分 类 号：C963[经济管理—人力资源管理] F425