服装企业组织创新氛围对员工主动创新行为的影响研究——被妒忌感的调节作用  

The Impact of Organizational Innovation Climate on Employees'Proactive Innovation Behavior in Garment Company--The Moderating Effect of Being Envied

作　　者：于君英[1] 任叶靖 黄书亚 YU Junying;REN Yejing;HUANG Shuya

机构地区：[1]东华大学旭日工商管理学院

出　　处：《秘书》2025年第2期80-94,共15页Secretary

摘　　要：创新驱动发展战略是实现我国高质量发展的有力支撑,我国本土服装品牌近年来纷纷寻求从“模仿”到“创新”的转变。本研究的分析结果均验证了服装企业组织创新氛围对员工主动创新行为具有显著的正向影响。具体而言,员工创新自我效能感和隐性知识共享行为,在组织创新氛围对员工主动创新行为的影响中具有链式中介效应;被妒忌感弱化了组织创新氛围对员工创新自我效能感的影响,却强化了隐性知识共享行为对员工主动创新行为的影响。Innovation-driven development strategy is one of the most powerful supports to achieve high-quality development in China.In recent years,domestic clothing brands also seek to transform from"imitation"to"innovation".Repeated experiments verified that organizational innovation climate has a significant positive impact on employees'proactive innovation behavior in garment enterprises.Specifically,employees'innovative self-efficacy and tacit knowledge sharing play a chain mediating role in the impact of organizational innovation climate on employees'proactive innovation behavior.Being envied weakens the influence of organizational innovation climate on innovative selfefficacy,but strengthens the influence of tacit knowledge sharing on employees'proactive innovation behavior.

关 键 词：组织创新氛围 创新自我效能感 隐性知识共享行为 员工主动创新行为 被妒忌感 

分 类 号：F27[经济管理—企业管理]