多因素联动效应下企业“90后”员工创新行为驱动路径分析——基于NCA和fsQCA方法  

Driving Path Analysis of“Post-90s”Employees’Innovation Behaviours under Multi-factors Linkage Effect-Based on NCA and fsQCA Methods

作　　者：王雅荣[1] 尹筱茹 WANG Yarong;YIN Xiaoru

机构地区：[1]内蒙古科技大学经济与管理学院 [2]哈尔滨工程大学经济管理学院

出　　处：《秘书》2025年第1期79-94,共16页Secretary

基　　金：内蒙古自治区社会科学研究基金项目“内蒙古社区网格员群体研究”(2024EY28)。

摘　　要：当前,企业“90后”员工已经成长为推动组织发展的中坚力量,关注其创新行为的驱动路径,可以提升组织的创新能力。本研究基于能力-动机-机会(AMO)理论梳理员工创新行为的影响因素,并编制1结果5因素量表组合问卷,综合运用必要条件分析(NCA)方法与模糊集定性比较分析(fsQCA)方法分析回收的有效数据,探究企业“90后”员工创新行为的驱动路径。研究发现:企业“90后”员工的高创新行为存在三种组态路径,即组织支持和能力激发型、组织公正和能力驱动型、组织关怀加持型;非高创新行为存在两种组态路径,即组织关怀和能力制约型、组织关怀和能力动机欠缺型。基于此,对企业“90后”员工创新动能提出管理建议。“Post-90s”employees have grown up to be the backbone of organizational development,and we pay attention to the driving path of their innovation behaviors in order to improve organizational innovation capability.Based on AMO theory,we sorted out the factors influencing employees’innovation behaviors and developed a combined questionnaire with a 5-factor outcome scale.The NCA and fsQCA methods were used to analyze the recovered data and explore the driving paths of the innovation behaviors of“Post-90s”employees in enterprises.It is found that there are three types of paths of high innovation behaviors of“Post-90s”employees,namely,“organizational support and ability stimulation type”,“organizational justice and ability driving type”,and“organizational care and support type”;while there are two types of non-high innovation behaviors,namely,“organizational care and ability constraints type”and“organizational care and ability motivation deficiency type”.Based on this,we propose management suggestions for the innovation motivation of“Post-90s”employees in enterprises.

关 键 词：能力-动机-机会理论 员工创新行为 必要条件分析 模糊集定性比较分析 

分 类 号：F272.92[经济管理—企业管理] C936[经济管理—国民经济]