幸福感视角下的工作重塑与员工创新行为:组织规划性人力资源管理系统的跨层次调节作用  

Employees'Job Crafting and Innovative Behavior from the Perspective of Employee Well-being:Cross-level Moderation of Organization Designed Human Resource Management System

作　　者：苗仁涛[1] 杜慧 李正瑞 MIAO Rentao;DU Hui;LI Zhengrui(School of Labor Economics,Capital University of Economics and Business,Beijing 100070,China)

机构地区：[1]首都经济贸易大学劳动经济学院,北京100070

出　　处：《商业经济与管理》2023年第4期31-44,共14页Journal of Business Economics

基　　金：国家社会科学基金项目“数字时代弱势员工群体工作重塑的结构、前因组态及动态效应的跨层次研究”(20BGL149);首都经济贸易大学学术新人项目“代际视角下高绩效工作系统对员工工作倦怠的组态效应研究”(2023XSXR05)。

摘　　要：尽管相较于组织传统的“自上而下”的工作设计,能够“自下而上”进行工作设计的工作重塑被认为更能激发员工的自主性与积极性,但这并不意味着“自上而下”的组织政策、资源及设计就不重要。因为现实中,员工“自下而上”的工作重塑一定会依托“自上而下”的组织政策和资源平台,两者应相辅相成。文章通过多时点方式调研了45家企业的351位员工,探讨了员工工作重塑对其幸福感及创新行为的影响,并基于自我决定理论,检验了员工幸福感的中介作用和组织规划性人力资源管理系统的调节作用。研究结果显示,员工工作重塑与其幸福感显著正相关;员工幸福感与其创新行为之间存在倒U型曲线关系,即随着员工幸福感的增加,员工创新行为呈现先上升后下降的曲线变化。员工幸福感在其工作重塑与创新行为之间表现出部分中介作用;组织规划性人力资源管理系统能够调节工作重塑对员工幸福感的影响;进一步地,工作重塑能够与人力资源管理系统交互,通过员工幸福感影响员工的创新行为。Although job reshaping that allows for“bottom-up”job design is considered more effective in stimulating employee autonomy and motivation compared to the traditional“top-down”job design in organizations,this does not mean that“top-down”organizational policies,resources,and design are not important.In reality,the“bottom-up”work reshaping of employees will inevitably rely on“top-down”organizational policies and resource platforms,and the two should complement each other.This paper investigates 351 employees in 45 enterprises in a multi time point manner,discusses the impact of employee job remodeling on their well-being and innovative behavior,and based on the theory of self-determination,tests the mediating role of employee well-being and the moderating role of the human resource management system for organizational planning.The research results show that there is a significant positive correlation between employee job reshaping and their well-being.There is an inverted U-shaped curve relationship between employee well-being and their innovative behavior,which means that as employee well-being increases,their innovative behavior shows a curve change that first increases and then decreases.Employee well-being partially mediates between job reshaping and innovative behavior.The human resource management system for organizational planning can adjust the impact of job remodeling on employee well-being.Further,job remodeling can interact with the human resource management system,and affect employees'innovative behavior through employee well-being.

关 键 词：工作重塑 员工幸福感 组织规划性人力资源管理系统 员工创新行为 跨层次研究 

分 类 号：F270[经济管理—企业管理]