林新奇,丁贺.员工优势使用对创新行为的影响机制研究[J].管理科学,2019,32(3):54-67
员工优势使用对创新行为的影响机制研究
Study on Influencing Mechanism of Employee Strengths Use on Innovative Behavior
投稿时间:2018-10-31  修订日期:2019-04-11
DOI:10.3969/j.issn.1672-0334.2019.03.005
中文关键词:  优势使用  创新自我效能感  创新时间压力  创新行为  工作要求资源理论
英文关键词:strengths use  creative self-efficacy  creative time pressure  innovative behavior  job demands-resources theory
基金项目:中国人民大学2017年度拔尖创新人才培育资助计划成果
作者单位E-mail
林新奇 中国人民大学 劳动人事学院北京 100872 1186706460@qq.com 
丁贺 中国人民大学 劳动人事学院北京 100872 believedh@126.com 
摘要点击次数: 328
全文下载次数: 0
中文摘要:
        随着积极心理学的发展,优势理论受到学者们的广泛关注。优势使用理论作为优势理论的核心内容,它认为个体优势使用不仅能够提升个体的幸福感、工作投入、自我效能感和绩效,而且还能降低个体的工作压力和缺勤率。尽管大量的研究表明员工优势使用有益于员工的成长和发展,但是员工优势使用与创新行为之间关系的研究还未受到应有的重视。
        以工作要求资源理论为理论基础,在中国情景下探讨员工优势使用与创新行为之间的关系以及创新自我效能感和创新时间压力在两者之间的中介作用。采用问卷调查方法在3个时间点收集数据,共得到226份工作在中国各类型企业中的有效员工样本。通过Spss 22.0软件采用多元线性回归和Bootstrap检验方法,对构建的员工优势使用对创新行为影响机制模型进行验证。
        研究结果表明,员工优势使用对员工创新行为和创新自我效能感有显著的正向影响,对创新时间压力有显著的负向影响;员工优势使用不仅能够通过促进创新自我效能感提升创新行为,而且还能通过降低创新时间压力对创新行为产生影响。
        研究结果为员工创新行为驱动力研究提供了新视角;进一步丰富了员工优势使用的影响效应研究;有助于深入理解员工优势使用与创新行为之间的转化机制以及打开两者之间关系的黑箱,拓展员工优势与创新关系理论的跨群体适用性;有助于丰富工作要求资源理论的应用范围和内涵。对于如何构建和执行基于优势的人力资源管理实践以及如何管理员工的创新自我效能感和创新时间压力以便促进员工创新行为具有重要的意义。
英文摘要:
        With the development of positive psychology, strengths theory has received extensive attention from scholars. Strengths use theory as a core content of strengths theory indicates that employee strengths use at work not only contributes to increased individual well-being, work engagement, self-efficacy, and performance, but also leads to lower job pressure and absenteeism. Although a majority of literatures demonstrate that employee strengths use is beneficial to employee growth and development, research on the relationship between employee strengths use and innovative behavior has not received due attention.
        With a foundation in job demands-resources theory, the purpose of this research is to examine the effect of employee strengths use on employee innovative behavior and to examine the mediating roles of creative self-efficacy and creative time pressure in the relationship in Chinese context. Data were collected through three time points with survey questionnaires. The sample consisted of 226 employees who work in various types of organizations in China. The statistical analysis was conducted using Statistical Package for Social Science (SPSS) software, through multiple regression analysis and bootstrap analysis to test the research hypotheses. The results indicated that employee strengths use positively related to employee innovative behavior and creative self-efficacy,and negatively related to creative time pressure. The results also showed that creative self-efficacy and creative time pressure partially mediate the relationship between employee strengths use and employee innovative behavior.
        The present study makes several contributions to the existing literatures. Firstly, this study bridges the gap in the research on the relationship between employee strengths use and employee innovative behavior and also provides a new perspective for studying the antecedents of employee innovative behavior. Secondly, employee strengths use is positively related to employee innovative behavior and creative self-efficacy, and negatively related to creative time pressure. Meanwhile, this study enriches the existing literatures about research on the outcomes of employee strengths use. Thirdly, the multiple mediating roles of creative self-efficacy and creative time pressure in the relationship between employee strengths use and innovative is beneficial to unlocking the “black box” between strengths use and innovative behavior, and also helps us to understand how employee strengths use is turned into employee innovative behavior. Finally, this study expands the applied range of job demands-resources theory. The most important practical implication of the present study lies in how to establish and implement strengths-based human resource management practices and manage employee perceived creative self-efficacy and creative time pressure to facilitate employee innovative behavior. The limitations and areas for future research of the present study are discussed.
查看全文  查看/发表评论  下载PDF阅读器
关闭