上级信任感知对员工创新行为的影响机制研究——一个双重链式中介效应模型  

Impact Mechanism of Feeling Trusted on Employees'Innovative Behavior--A Dual-pathway Chain Mediation Model

作　　者：张兰霞[1] 韦彩云 孙欣 ZHANG Lan-xia;WEI Cai-yun;SUN Xin(School of Business Administration,Northeastern University,Shenyang 110167;Jiangsu Contemporary Amperex Technology Ltd.,Changzhou 213300)

机构地区：[1]东北大学工商管理学院,沈阳110167 [2]江苏时代新能源科技有限公司,江苏常州213300

出　　处：《软科学》2023年第6期131-137,共7页Soft Science

基　　金：国家自然科学基金项目(71672031)。

摘　　要：依据工作-家庭资源模型,基于406份两时点问卷调查获得的有效数据,探究了上级信任感知对员工创新行为的影响机制,并验证了组织自尊和工作-家庭增益以及角色超载和工作-家庭冲突的双重链式中介作用。研究表明,上级信任感知对组织自尊有显著的正向影响;组织自尊在上级信任感知与工作-家庭增益之间起部分中介作用;工作-家庭增益正向影响员工创新行为;组织自尊与工作-家庭增益在上级信任感知与员工创新行为之间起链式中介作用;上级信任感知对角色超载有显著的正向影响;角色超载在上级信任感知与工作-家庭冲突之间起完全中介作用;工作-家庭冲突负向影响员工创新行为;角色超载和工作-家庭冲突在上级信任感知与员工创新行为之间起链式中介作用。According to the Work-Home Resource Model,based on 406 two-point questionnaires valid data,this paper explores the influence mechanism of feeling trusted on employees'innovative behaviors,and verified the chain mediating role of organizational-based self-esteem and work-family enrichment,as well as role overload and work-family conflict.Results show that,feeling trusted positively affects organizational-based self-esteem.Organizational-based self-esteem plays a partial intermediary role between feeling trusted and work-family enrichment.Work-family enrichment positively affects employees'innovative behavior.Organizational-based self-esteem and work-family enrichment play a chain mediating role between feeling trusted and employees'innovative behavior.Feeling trusted positively affects role overload;role overload plays a complete intermediary role between feeling trusted and work-family conflict.Work-family conflict negatively affects employees'innovative behavior;role overload and work-family conflict play a chain mediating role between feeling trusted and employees'innovative behavior.

关 键 词：上级信任感知 组织自尊 角色超载 工作-家庭增益 工作-家庭冲突 创新行为 

分 类 号：F272.92[经济管理—企业管理]