差异化人才管理对员工创新绩效的“双刃剑”效应  

The Double-edged Sword Effect of Differentiated Talent Management on Employee Innovative Performance

作　　者：王辉[1] 李湘晴 WANG Hui;LI Xiangqing(School of Business,Xiangtan University,Xiangtan,Hunan 411105,China)

机构地区：[1]湘潭大学商学院,湖南湘潭411105

出　　处：《财经理论与实践》2023年第3期126-131,共6页The Theory and Practice of Finance and Economics

基　　金：湖南省教育科学规划重点资助课题(XJK23AJG001)。

摘　　要：基于调节焦点理论和公平启发理论,运用结构方程模型考量差异化人才管理对员工创新绩效的影响机制。结果显示:促进定向工作重塑在差异化人才管理与员工创新绩效之间起正向中介作用,防御定向工作重塑在二者间起负向中介作用;组织公平感正向调节差异化人才管理与促进定向工作重塑之间的关系,负向调节差异化人才管理与防御定向工作重塑之间的关系;组织公平感增强促进定向工作重塑的正向中介作用,削弱防御定向工作重塑的负向中介作用。Based on regulatory focus theory and fairness heuristic theory,this study constructs a structural equation model to investigate the relationship between differentiated talent management and employee innovative performance.The results show that:Differentiated talent management positively relates to employee innovative performance via promotion-focused job crafting,and negatively relates to employee innovative performance via prevention-focused job crafting.Organizational justice positively moderates the relationship between differentiated talent management and promotion-focused job crafting,and negatively moderates the relationship between differentiated talent management and prevention-focused job crafting.Organizational justice enhances the mediating effect of promotion-focused job crafting,and weakens the mediating effect of prevention-focused job crafting.

关 键 词：差异化人才管理 促进定向工作重塑 防御定向工作重塑 组织公平感 员工创新绩效 

分 类 号：F272[经济管理—企业管理]