工作幸福感与员工创新绩效的关系研究  

A Study on the Relationship Between Work Well-Being and Employee Innovation Performance

作　　者：韩岳麒 李亚娟 王丽平 HAN Yueqi;LI Yajuan;WANG Liping(Department of Accounting,Xinzhou Normal University,Xinzhou 034000,China;School of Business Administration,Shanxi University of Finance and Economics,Taiyuan 030006,China)

机构地区：[1]忻州师范学院会计系,山西忻州034000 [2]山西财经大学工商管理学院,太原030006

出　　处：《云南财经大学学报》2023年第9期98-110,共13页Journal of Yunnan University of Finance and Economics

基　　金：教育部规划基金项目“数字经济背景下员工追随力的测量、形成及其效应:基于认知评价视角的跨层次研究”(22YJA630046);山西省教育厅人文社会科学重点研究基地项目“山西省中小企业员工工匠精神培育研究”(20200118)。

摘　　要：随着知识经济和“互联网+”时代的到来,企业要获得长久发展离不开企业中员工创新绩效的改善。根据自我决定理论,探讨员工工作幸福感与创新绩效的关系,并分析了主动行为的中介作用与人-组织匹配的调节作用。通过收集456份企业员工的数据,经过检验结果表明:首先,员工的工作幸福感与创新绩效之间呈显著的倒U型关系;其次,工作幸福感与主动行为呈倒U型关系;再次,主动行为在工作幸福感与创新绩效之间的倒U型中介作用结果显著;最后,人-组织匹配作为调节变量在员工工作幸福感和主动行为之间起作用,且人-组织匹配调节了主动行为在工作幸福感与创新绩效间的中介作用。研究结果可以帮助组织管理者从全面的视角去理解工作幸福感对员工创新绩效的“双面”作用,为组织提升员工创新绩效提供借鉴参考。With the advent of knowledge economy and“Internet+”era,the long-term development of enterprises is inseparable from the improvement of innovation performance of employees in the enterprises.According to the self-determination theory,this paper discusses the relationship between work well-being and innovation performance of employees,and analyzes the mediating role of proactive behavior and the moderating effect of people-organization match.By collecting the data of 456 employees,the test results show as follows:firstly,there is a significant inverted U-shaped relationship between work well-being and innovation performance of employees;secondly,there is an inverted U-shaped relationship between work well-being and proactive behavior;thirdly,the inverted U-shaped mediating role of proactive behavior between work well-being and innovation performance is significant;Finally,as a moderating variable,people-organization match plays its role between the work well-being and proactive behavior of employees,and people-organization match changes the mediating role of proactive behavior in the relationship between work well-being and innovation performance.The research results can help organization managers to understand the“two-sided”effect of work well-being on innovation performance of employees from a comprehensive perspective,and provide reference for organizations to improve the innovation performance of employees.

关 键 词：自我决定理论 工作幸福感 主动行为 创新绩效 人-组织匹配 

分 类 号：F279.23[经济管理—企业管理]