员工心理弹韧性对组织创新的影响机制研究——一个有中介的调节效应检验  

A Study on the Influence Mechanism of Employees’ Psychological Resilience on Organizational Innovation: A Moderating Effect Test with Mediation

作　　者：赵勇 杨凡 赵斌斌 ZHAO Yong;YANG Fan;ZHAO Bin-bin(Anhui Jianzhu University,Hefei,Anhui,230022,China)

机构地区：[1]安徽建筑大学公共管理学院,安徽合肥230022

出　　处：《武汉商学院学报》2022年第6期68-73,共6页Journal of Wuhan Business University

基　　金：安徽省社科规划项目—青年项目《长三角一体化下合肥区域特大城市社会治理现代化研究》(项目编号:AHSKQ2021D78)。

摘　　要：基于自我决定和资源保存理论,构建“员工心理——员工行为——组织绩效”的研究框架,着重探讨员工心理弹韧性对组织创新的影响机制。对国内440份在职员工调查问卷的实证研究表明:心理弹韧性能够正向预测组织创新;组织认同在心理弹韧性与组织创新之间发挥部分中介作用;组织创新气氛正向调节心理弹韧性对组织认同及组织创新之间的关系;组织认同部分中介了组织创新气氛对心理弹韧性与组织创新之间关系的调节作用。Based on the theory of self-determination and resource preservation, the paper constructed the research framework of “Employee Psychology—Employee Behavior—Organizational Performance” to explore the impact mechanism of employees’ psychological resilience on organizational innovation.The research conducted a questionnaire survey on 440 in-service employees in China, which shows that(1) psychological resilience can positively predict organizational innovation;(2) organizational identification plays a partial intermediary role between psychological resilience and organizational innovation;(3) organizational innovation atmosphere positively moderates the effect of psychological resilience on the relationship between organizational identification and organizational innovation;(4) organizational identification partially mediates the moderating effect of organizational innovation atmosphere on the relationship between psychological resilience and organizational innovation.

关 键 词：心理弹韧性 组织认同 组织创新气氛 组织创新 

分 类 号：F272.92[经济管理—企业管理] C936[经济管理—国民经济]