促进还是抑制?感知问责对员工创新行为的“双刃剑”影响  

Promoting or Inhibiting?The“Double-Edged”Impact of Felt Accountability on Employees′Innovative Behavior

作　　者：张克英[1] 魏馥雅 蒋森 ZHANG Ke-ying;WEI Fu-ya;JIANG Miao(School of Management,Xi'an Polytechnic University,Xi'an 710048;School of Management,Xi'an Jiaotong University,Xi'an 710049)

机构地区：[1]西安工程大学管理学院,西安710048 [2]西安交通大学管理学院,西安710049

出　　处：《软科学》2025年第2期124-130,共7页Soft Science

基　　金：国家社会科学基金项目(20BGL054);陕西省教育厅重点科学研究计划项目(21JT017)。

摘　　要：基于压力认知评价理论,构建了感知问责对员工创新行为的双刃剑模型。通过对354份两阶段数据分析发现:感知问责一方面会提高工作投入促进员工创新行为,另一方面又会增强情绪耗竭水平抑制员工创新行为;工作自主性正向调节感知问责与工作投入的关系,同时调节工作投入在感知问责与员工创新行为之间的中介作用;工作自主性负向调节感知问责与情绪耗竭的关系,同时调节情绪耗竭在感知问责与员工创新行为之间的中介作用。Based on the cognitive appraisal theory of stress,this paper constructs a double-edged model of felt accountability′s impact on employee innovative behavior.Analysis of two-stage data from 354 respondents shows that,felt accountability both boosts work engagement,thereby promoting innovation,and heightens emotional exhaustion,thus inhibiting innovation.Job autonomy positively moderates the relationship between felt accountability and work engagement,as well as the mediating role of work engagement between felt accountability and innovation.Job autonomy negatively moderates the relationship between felt accountability and emotional exhaustion,as well as the mediating role of emotional exhaustion between felt accountability and innovation.

关 键 词：感知问责 员工创新行为 工作投入 情绪耗竭 工作自主性 

分 类 号：C936[经济管理—管理学] F272.92