职业生涯高原与员工创新文化——基于情绪传染理论的研究  

Career Plateau and Employee Innovation Culture——Based on the Theory of Emotional Contagion

作　　者：杨刚[1] 王健权 YANG Gang;WANG Jian-quan(School of Economics and Management,Southwest University,Chongqing 400715)

机构地区：[1]西南大学经济管理学院,重庆400715

出　　处：《软科学》2023年第3期109-115,共7页Soft Science

基　　金：中央高校基本科研业务费专项资金重大培育项目(SWU1709212);重庆市社会科学规划重点项目(2017ZDSH06);重庆市社会科学规划重点智库项目(2018ZDZK33)。

摘　　要：基于情绪传染理论和工作要求-资源模型,通过职业生涯高原对员工创新文化的影响及其传导机制的探究,构建出一个被调节的中介模型。实证检验结果表明:职业生涯高原对员工创新文化有负向影响作用,离职情绪传染在职业生涯高原与员工创新文化之间起中介作用;承诺工作系统不仅调节了离职情绪传染与员工创新文化间的关系,还进一步调节了离职情绪传染在其关系中的中介作用。Based on the emotional contagion theory and job requirements-resource model,this paper constructs a regulated intermediary model by exploring the influence of career plateau on employee innovation culture and its transmission mechanism.Results of the empirical test show that the career plateau has a negative impact on the innovation culture of employees and the emotional contagion of turnover plays an intermediary role between the career plateau and the innovation culture of employees.The high-commitment work system not only regulates the relationship between resignation emotional contagion and employee innovation culture but also further regulates the mediating role of resignation emotional contagion in the relationship between career plateau and employee innovation culture.

关 键 词：职业生涯高原 员工创新文化 承诺工作系统 离职情绪传染 

分 类 号：F272.92[经济管理—企业管理]