工作资源对员工创新行为的影响研究:基于资源保存理论的视角
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摘要
基于资源保存理论,构建了任务特征、主管支持、同事支持和承诺型人力资源管理实践的工作资源对员工创新行为的多层次作用模型,运用江苏省高新技术企业研发人员的调查数据,进行了跨层次回归分析。结果表明:个体层次的任务特征、组织层次的社会资源(主管支持和同事支持)和组织资源(承诺型人力资源管理实践)对员工创新行为都有显著的正向影响;主管支持和承诺型人力资源管理实践显著调节了任务特征与员工创新行为的关系,但同事支持的跨层次调节效应并不显著。
The purpose of the study is to cross-level analysis based upon the Conservation of Resources Theory,to construct and examine the model of the relevant factors of work resources related to employee innovative behavior of Jiangsu high-tech enterprises. The results of this study show that the task characteristics of individual level,social support( supervisor support and coworker support) and contextual resource( Commitment-based Human Resource Management: CHRM) of organizational level have significant positive effects on employee innovative behavior. There were cross-level moderating effects from CHRM and supervisor support on the relationship between task characteristics and employee innovative behavior. However,the cross-level moderating effect of coworker support was non-significant.
The purpose of the study is to cross-level analysis based upon the Conservation of Resources Theory,to construct and examine the model of the relevant factors of work resources related to employee innovative behavior of Jiangsu high-tech enterprises. The results of this study show that the task characteristics of individual level,social support( supervisor support and coworker support) and contextual resource( Commitment-based Human Resource Management: CHRM) of organizational level have significant positive effects on employee innovative behavior. There were cross-level moderating effects from CHRM and supervisor support on the relationship between task characteristics and employee innovative behavior. However,the cross-level moderating effect of coworker support was non-significant.
引文
[1]SHALLEY C E,GILSON L L,BLUM T C. Interactive effects of growth need strength,work context,and job complexity on self-reported creative performance[J]. Academy of Management Journal,2009,52(3):489-505.
[2]ZHOU J. When the presence of creative coworkers is related to creativity:Role of supervisor close monitoring,developmental feedback,and creative personality[J]. Journal of Applied Psychology,2003,88(3):413-422.
[3]CHANG S,JIA L,TAKEUCHI R,et al. Do high-commitment work systems affect creativity? A multilevel combinational approach to employee creativity[J]. Journal of Applied Psychology,2014,99(4):665-680.
[4]CHIANG Y,HSU C,SHIH H. Experienced high performance work system,extroversion personality,and creativity performance[J]. Asia Pacific Journal of Management,2015,32(2):531-549.
[5]NG T W H,FELDMAN D C. Age and innovation-related behavior:The joint moderating effects of supervisor undermining and proactive personality[J]. Journal of Organizational Behavior,2013,34(3):583-606.
[6]SCOTT S,BRUCE R. Determinants of innovative behavior:A path model of individual innovation in the workplace[J]. Academy of Management Journal,1994,37(3):580-607.
[7]冯彩玲.差异化变革型领导对员工创新行为的跨层次影响[J].管理评论,2017,29(5):120-130.
[8]古银华.包容型领导对员工创新行为的影响:一个被调节的中介模型[J].经济管理,2016,38(4):93-103.
[9]管春英,汪群.道德型领导对员工创新行为的影响及其作用机制[J].南京社会科学,2016(5):142-149.
[10]韩冀,杨百寅.真实型领导、心理资本与员工创新行为:领导成员交换的调节作用[J].管理世界,2011(12):78-86.
[11]LIAO H,LIU D,LOI R. Looking at both sides of the social exchange coin:A social cognitive perspective on the joint effects of relationship quality and differentiation on creativity[J]. Academy of Management Journal,2010,53(5):1090-1109.
[12]姚艳虹,韩树强.组织公平与人格特质对员工创新行为的交互影响研究[J].管理学报,2013,10(5):700-707.
[13]刘云,石金涛.组织创新气氛与激励偏好对员工创新行为的交互效应研究[J].管理世界,2009(10):88-101.
[14]YU C,FRENKEL S J. Explaining task performance and creativity from perceived organizational support theory:Which mechanisms are more important?[J]. Journal of Organizational Behavior,2013,34(12):1165-1181.
[15]HOBFOLL S E. The conservation of resources:A new attempt at conceptualizing stress[J]. American Psychologist,1989,44(3):513-524.
[16]HALBESLEBEN J R,NEVEU J P,PAUSTIAN-UNDERAHL S C,et al. Getting to the“COR”:Understanding the role of resources in conservation of resources theory[J]. Journal of Management,2014,40(5):1334-1364.
[17]HUMPHREY S E,NAHRGANG J D,MORGESON F P. Integrating motivational,social,and contextual work design features:A meta-analytic summary and theoretical extension of the work design literature[J]. Journal of Applied Psychology,2007,92(5):1332-1356.
[18]CHANG W A,WANG Y S,HUANG T C. Work design-related antecedents of turnover intention:A multilevel approach[J]. Human Resource Management,2013,52(1):1-26.
[19]HACKMAN J R,OLDHAM G R. Development of the job diagnostic survey[J]. Journal of Applied Psychology,1975,60(2):159-170.
[20]SHALLEY C E,GILSON L L,BLUM T C. Matching creativity requirements and the work environment:Effects on satisfaction and intention to leave[J]. Academy of Management Journal,2000,43(2):215-223.
[21]任华亮,杨东涛,彭征安.创新氛围和工作自主性的调节作用下能力与成长工作值观对创新行为的影响研究[J].管理学报,2015,12(10):1450-1456.
[22]URBACH T,FAY D,GORAL A. Extending the job design perspective on individual innovation:Exploring the effect of group reflexivity[J]. Journal of Occupational and Organizational Psychology,2010,83(6):1053-1064.
[23]JACKSON S E,SCHULER R S,JIANG K. An aspirational framework for strategic human resource management[J]. Academy of Management Annals,2014,8(1):1-56.
[24]SUNG S Y,CHOI J N. Do organizations spend wisely on employees? Effects of training and development investments on learning and innovation in organizations[J]. Journal of Organizational Behavior,2014,35(3):393-412.
[25]BOON C,KALSHOVEN K. How high-commitment HRM relates to engagement and commitment:The moderating role of task proficiency[J]. Human Resource Management,2014,53(3):403-420.
[26]PRIETO I M,PEREZ-SANTANA M P. Managing innovative work behavior:The role of human resource practices[J].Personnel Review,2014,43(2):184-208.
[27]王辉,常阳.组织创新氛围、工作动机对员工创新行为的影响[J].管理科学,2017,30(3):51-62.
[28]马君,张昊民,杨涛.绩效评价、成就目标导向对团队成员工作创新行为的跨层次影响[J].管理工程学报,2015,29(3):62-71.
[29]JANSSEN O. The joint impact of perceived influence and supervisor supportiveness on employee innovative behavior[J].Journal of Occupational and Organizational Psychology,2005,78(4):573-579.
[30]SALANCIK G J,PFEFFER J. A social information processing approach to job attitudes and task design[J]. Administrative Science Quarterly,1978,23(2):224-253.
[31]顾远东,周文莉,彭纪生.组织支持感对研发人员创新行为的影响机制研究[J].管理科学,2014,27(1):109-119.
[32]连智华,张伶.主管支持、职业压力与员工创新行为[J].现代财经,2016(8):91-101.
[33]MAGNUSSON D,ENDLER N S. Personality at the crossroads:Current issues in interactional psychology[M]. Hillsdale,NJ:Erlbaum,1977:333-352.
[34]丁刚,李珲.工作特征如何影响员工创新行为:一个有中介的调节作用模型[J].中国人力资源开发,2016(22):19-27.
[35]HOLMAN D,FRENKEL S,SORENSEN O,et al. Work design variation and outcomes in call centers:Strategic choice and institutional explanations[J]. Industrial and Labor Relations Review,2009,62(4):510-532.
[36]JUILLERAT T L. Friends,not foes? Work design and formalization in the modern work context[J]. Journal of Organizational Behavior,2010,31(2):216-239.
[37]CHEN T,LI F,LEUNG K. When does supervisor support encourage innovative behavior? Opposite moderating effects of general self-efficacy and internal locus of control[J]. Personnel Psychology,2016,69(1):123-158.
[38]杨英,李伟.心理授权对个体创新行为的影响:同事支持的调节作用[J].中国流通经济,2013(3):83-89.
[39]XIAO Z,TSUI A S. When brokers may not work:The cultural contingency of social capital in Chinese high-tech firms[J]. Administrative Science Quarterly,2007,52(1):1-31.
[40]EISENBERGER R,STEINGLHAMBER F,VANDENBERGHE C,et al. Perceived supervisor support:Contributions to perceived organizational support and employee retention[J]. Journal of Applied Psychology,2002,87(3):565-573.
[41]KLEIN K J,KOZLOWSKI S W J. Multilevel theory,research,and methods in organizations:Foundations,extensions,and new directions[M]. San Francisco,CA:Jossey-Bass,2000:349-381.
[42]AIKEN L S,WEST S G,RENO R R. Multiple regression:Testing and interpreting interactions[M].London:SAGE publications,1991.
[2]ZHOU J. When the presence of creative coworkers is related to creativity:Role of supervisor close monitoring,developmental feedback,and creative personality[J]. Journal of Applied Psychology,2003,88(3):413-422.
[3]CHANG S,JIA L,TAKEUCHI R,et al. Do high-commitment work systems affect creativity? A multilevel combinational approach to employee creativity[J]. Journal of Applied Psychology,2014,99(4):665-680.
[4]CHIANG Y,HSU C,SHIH H. Experienced high performance work system,extroversion personality,and creativity performance[J]. Asia Pacific Journal of Management,2015,32(2):531-549.
[5]NG T W H,FELDMAN D C. Age and innovation-related behavior:The joint moderating effects of supervisor undermining and proactive personality[J]. Journal of Organizational Behavior,2013,34(3):583-606.
[6]SCOTT S,BRUCE R. Determinants of innovative behavior:A path model of individual innovation in the workplace[J]. Academy of Management Journal,1994,37(3):580-607.
[7]冯彩玲.差异化变革型领导对员工创新行为的跨层次影响[J].管理评论,2017,29(5):120-130.
[8]古银华.包容型领导对员工创新行为的影响:一个被调节的中介模型[J].经济管理,2016,38(4):93-103.
[9]管春英,汪群.道德型领导对员工创新行为的影响及其作用机制[J].南京社会科学,2016(5):142-149.
[10]韩冀,杨百寅.真实型领导、心理资本与员工创新行为:领导成员交换的调节作用[J].管理世界,2011(12):78-86.
[11]LIAO H,LIU D,LOI R. Looking at both sides of the social exchange coin:A social cognitive perspective on the joint effects of relationship quality and differentiation on creativity[J]. Academy of Management Journal,2010,53(5):1090-1109.
[12]姚艳虹,韩树强.组织公平与人格特质对员工创新行为的交互影响研究[J].管理学报,2013,10(5):700-707.
[13]刘云,石金涛.组织创新气氛与激励偏好对员工创新行为的交互效应研究[J].管理世界,2009(10):88-101.
[14]YU C,FRENKEL S J. Explaining task performance and creativity from perceived organizational support theory:Which mechanisms are more important?[J]. Journal of Organizational Behavior,2013,34(12):1165-1181.
[15]HOBFOLL S E. The conservation of resources:A new attempt at conceptualizing stress[J]. American Psychologist,1989,44(3):513-524.
[16]HALBESLEBEN J R,NEVEU J P,PAUSTIAN-UNDERAHL S C,et al. Getting to the“COR”:Understanding the role of resources in conservation of resources theory[J]. Journal of Management,2014,40(5):1334-1364.
[17]HUMPHREY S E,NAHRGANG J D,MORGESON F P. Integrating motivational,social,and contextual work design features:A meta-analytic summary and theoretical extension of the work design literature[J]. Journal of Applied Psychology,2007,92(5):1332-1356.
[18]CHANG W A,WANG Y S,HUANG T C. Work design-related antecedents of turnover intention:A multilevel approach[J]. Human Resource Management,2013,52(1):1-26.
[19]HACKMAN J R,OLDHAM G R. Development of the job diagnostic survey[J]. Journal of Applied Psychology,1975,60(2):159-170.
[20]SHALLEY C E,GILSON L L,BLUM T C. Matching creativity requirements and the work environment:Effects on satisfaction and intention to leave[J]. Academy of Management Journal,2000,43(2):215-223.
[21]任华亮,杨东涛,彭征安.创新氛围和工作自主性的调节作用下能力与成长工作值观对创新行为的影响研究[J].管理学报,2015,12(10):1450-1456.
[22]URBACH T,FAY D,GORAL A. Extending the job design perspective on individual innovation:Exploring the effect of group reflexivity[J]. Journal of Occupational and Organizational Psychology,2010,83(6):1053-1064.
[23]JACKSON S E,SCHULER R S,JIANG K. An aspirational framework for strategic human resource management[J]. Academy of Management Annals,2014,8(1):1-56.
[24]SUNG S Y,CHOI J N. Do organizations spend wisely on employees? Effects of training and development investments on learning and innovation in organizations[J]. Journal of Organizational Behavior,2014,35(3):393-412.
[25]BOON C,KALSHOVEN K. How high-commitment HRM relates to engagement and commitment:The moderating role of task proficiency[J]. Human Resource Management,2014,53(3):403-420.
[26]PRIETO I M,PEREZ-SANTANA M P. Managing innovative work behavior:The role of human resource practices[J].Personnel Review,2014,43(2):184-208.
[27]王辉,常阳.组织创新氛围、工作动机对员工创新行为的影响[J].管理科学,2017,30(3):51-62.
[28]马君,张昊民,杨涛.绩效评价、成就目标导向对团队成员工作创新行为的跨层次影响[J].管理工程学报,2015,29(3):62-71.
[29]JANSSEN O. The joint impact of perceived influence and supervisor supportiveness on employee innovative behavior[J].Journal of Occupational and Organizational Psychology,2005,78(4):573-579.
[30]SALANCIK G J,PFEFFER J. A social information processing approach to job attitudes and task design[J]. Administrative Science Quarterly,1978,23(2):224-253.
[31]顾远东,周文莉,彭纪生.组织支持感对研发人员创新行为的影响机制研究[J].管理科学,2014,27(1):109-119.
[32]连智华,张伶.主管支持、职业压力与员工创新行为[J].现代财经,2016(8):91-101.
[33]MAGNUSSON D,ENDLER N S. Personality at the crossroads:Current issues in interactional psychology[M]. Hillsdale,NJ:Erlbaum,1977:333-352.
[34]丁刚,李珲.工作特征如何影响员工创新行为:一个有中介的调节作用模型[J].中国人力资源开发,2016(22):19-27.
[35]HOLMAN D,FRENKEL S,SORENSEN O,et al. Work design variation and outcomes in call centers:Strategic choice and institutional explanations[J]. Industrial and Labor Relations Review,2009,62(4):510-532.
[36]JUILLERAT T L. Friends,not foes? Work design and formalization in the modern work context[J]. Journal of Organizational Behavior,2010,31(2):216-239.
[37]CHEN T,LI F,LEUNG K. When does supervisor support encourage innovative behavior? Opposite moderating effects of general self-efficacy and internal locus of control[J]. Personnel Psychology,2016,69(1):123-158.
[38]杨英,李伟.心理授权对个体创新行为的影响:同事支持的调节作用[J].中国流通经济,2013(3):83-89.
[39]XIAO Z,TSUI A S. When brokers may not work:The cultural contingency of social capital in Chinese high-tech firms[J]. Administrative Science Quarterly,2007,52(1):1-31.
[40]EISENBERGER R,STEINGLHAMBER F,VANDENBERGHE C,et al. Perceived supervisor support:Contributions to perceived organizational support and employee retention[J]. Journal of Applied Psychology,2002,87(3):565-573.
[41]KLEIN K J,KOZLOWSKI S W J. Multilevel theory,research,and methods in organizations:Foundations,extensions,and new directions[M]. San Francisco,CA:Jossey-Bass,2000:349-381.
[42]AIKEN L S,WEST S G,RENO R R. Multiple regression:Testing and interpreting interactions[M].London:SAGE publications,1991.