组织创新气氛对员工创新行为的影响
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摘要
在创新进程中,员工个体层面的因素是关键之一,员工创新活动是组织创新的核心要素,只有充分发挥员工的创造才能,促进员工的创新行为,企业才能不断产生新的产品、新服务或者新流程,保持竞争优势。已有的理论和实证研究表明,适宜的环境气氛更有利于员工创新,在众多影响员工创新的环境气氛中,组织创新气氛是影响员工创新行为的重要因素之一,那么,组织创新气氛如何和员工个体层次因素交互影响员工的创新行为是本文研究的重点。
本文通过对计划行为理论及社会认知理论的回顾,从组织创新气氛和个体层次两方面考察激发员工创新行为的关键因素,在剖析中国现实背景的基础上,引入心理资本和目标取向这两个变量,认为员工心理资本能够提高员工创新的积极性,在组织创新气氛和员工创新行为的关系中起到中介作用；员工目标取向影响员工创新行为的主动性,在组织创新气氛和员工创新行为的关系中有调节作用,而目标取向的调节效应要通过心理资本来产生作用。
在文献回顾和分析的基础上,对理论模型进行了演绎推理,提出了相关假设,并采用实证分析的方法来验证假设。在研究过程中采用向企业发放调查问卷的方式来收集数据,组织创新气氛、心理资本、目标取向及创新行为的测量量表都是采用国内外信度和效度较高的成熟问卷,从而保证了研究测量的有效性。共收回有效问卷401份,采用了结构方程模型和层次回归方法对理论模型进行检验。
实证研究的结果显示,组织创新气氛对员工创新行为有显著的促进作用,员工的心理资本在其中起到了完全中介的作用；员工的目标取向的研究结果与理论假设略有不同,员工学习目标取向的调节作用并不显著,这可能源于中国的传统文化,也可能是因为组织创新气氛的维度之——学习成长与学习目标取向有一定的重合；员工的绩效证明取向和绩效回避取向在组织创新气氛与创新行为的关系中的调节作用十分显著,绩效证明取向部分的通过心理资本产生调节作用,绩效回避取向完全通过心理资本产生调节作用。这表明员工持有绩效证明取向和绩效回避取向会减弱组织创新气氛对员工创新行为的影响。研究还发现,受试者的性别、工作年限、年龄、工作岗位及所属行业的差异对其心理资本水平和创新行为都会有显著的影响。
本文的主要贡献：在理论方面,在计划行为理论和社会认知理论的框架下,引入心理资本和目标取向两个要素,分析它们在组织创新气氛与员工创新行为关系间的作用,为进一步打开员工创新过程的黑箱做出了努力。在实践方面,员工心理资本是可以干预的,员工的目标取向也是可以通过情景教育转变的,为企业提供了激发员工创新积极性和主动性的两大要素。
In the process of innovation, factors at indivadul level are very critical. Employee innovative behavior is the key element to organization innovation. Only the enterprises which make full use of creativity from employee could introduce new products, services and processes to maintain competitive advantage. Theroies and empirical studies have demonstrate that suitable climate is help to employee innovative. Organizational innovation climate is one of the important environmental factors of employee innovative behavior. Therefore, the mechanism of how organizational innovation climate effect innovative behavior was the core of this project.
Through literature review about social cognitive theory and theory of planned behavior, this paper aims to find the key factors about empolyee innovation bahaivor at the point of organizational climate and indivadual level. Based on Chinese current context, the paper bing out psychological capital and goal orietation as new variables and propose that between the relationship of organization innovation climate and employee innovation behavor psychological capital as an miediator which can improve employee's enthusiasm for innovation and goal orietation as an mediated moderator which can effect employee's initaitive for innovation.
The paper propose the hypotheses based the laterature review and test the hypoteses by empirical study. The reliability and validity of scales about organization innovation climate, psychological capital, goal orietation and innovation behavor have already been confirmed and the survey collected data through senting questionnaire to companies.401valid questionnaires have been collected,and the theoretical model is checked by structural equation model and hierarchical regression ahalysis.
The results show that organization innovation climate has a significant stimulative effect on employee innovation behavor whereas employees'psychological capital has full mediating impact significantly. The study about goal orietation is different from hypotheses, the moderate effect of leaning goal orietation is not significantly, this perhaps because of traditional Chinese culture or questionnaire design. But the moderate effect of prove (performance) goal orientation and avoid (performance) goal orientation between organization innovation climate and innovation behavior are still signifficantly,prove goal (performance) orientation is a partly mediated moderator through psychological capital and avoid (performance) gaol orientation is a fully mediated moderator througn psycholgical capital. This illustrate that prove (performance) goal orientation and avoid (performance) goal orientation would be weaken the effect of organization innovation climate on innovation behavior. The study also find that employees'gender, age, post and industry would effact their psychological capital and innovation behavior.
The theory contribution of this article is analysis the effect of psychological captical and goal orietation on the relationship between organization innovation climate and innovation behavior, and because of psychological capital can be intervenede and gaol orietation can change through situation hint, the practical contribution of this paper is bing out two key factors wich can arouse employees' enthusiasm and initaitive for innovation behavior.
本文通过对计划行为理论及社会认知理论的回顾,从组织创新气氛和个体层次两方面考察激发员工创新行为的关键因素,在剖析中国现实背景的基础上,引入心理资本和目标取向这两个变量,认为员工心理资本能够提高员工创新的积极性,在组织创新气氛和员工创新行为的关系中起到中介作用；员工目标取向影响员工创新行为的主动性,在组织创新气氛和员工创新行为的关系中有调节作用,而目标取向的调节效应要通过心理资本来产生作用。
在文献回顾和分析的基础上,对理论模型进行了演绎推理,提出了相关假设,并采用实证分析的方法来验证假设。在研究过程中采用向企业发放调查问卷的方式来收集数据,组织创新气氛、心理资本、目标取向及创新行为的测量量表都是采用国内外信度和效度较高的成熟问卷,从而保证了研究测量的有效性。共收回有效问卷401份,采用了结构方程模型和层次回归方法对理论模型进行检验。
实证研究的结果显示,组织创新气氛对员工创新行为有显著的促进作用,员工的心理资本在其中起到了完全中介的作用；员工的目标取向的研究结果与理论假设略有不同,员工学习目标取向的调节作用并不显著,这可能源于中国的传统文化,也可能是因为组织创新气氛的维度之——学习成长与学习目标取向有一定的重合；员工的绩效证明取向和绩效回避取向在组织创新气氛与创新行为的关系中的调节作用十分显著,绩效证明取向部分的通过心理资本产生调节作用,绩效回避取向完全通过心理资本产生调节作用。这表明员工持有绩效证明取向和绩效回避取向会减弱组织创新气氛对员工创新行为的影响。研究还发现,受试者的性别、工作年限、年龄、工作岗位及所属行业的差异对其心理资本水平和创新行为都会有显著的影响。
本文的主要贡献：在理论方面,在计划行为理论和社会认知理论的框架下,引入心理资本和目标取向两个要素,分析它们在组织创新气氛与员工创新行为关系间的作用,为进一步打开员工创新过程的黑箱做出了努力。在实践方面,员工心理资本是可以干预的,员工的目标取向也是可以通过情景教育转变的,为企业提供了激发员工创新积极性和主动性的两大要素。
In the process of innovation, factors at indivadul level are very critical. Employee innovative behavior is the key element to organization innovation. Only the enterprises which make full use of creativity from employee could introduce new products, services and processes to maintain competitive advantage. Theroies and empirical studies have demonstrate that suitable climate is help to employee innovative. Organizational innovation climate is one of the important environmental factors of employee innovative behavior. Therefore, the mechanism of how organizational innovation climate effect innovative behavior was the core of this project.
Through literature review about social cognitive theory and theory of planned behavior, this paper aims to find the key factors about empolyee innovation bahaivor at the point of organizational climate and indivadual level. Based on Chinese current context, the paper bing out psychological capital and goal orietation as new variables and propose that between the relationship of organization innovation climate and employee innovation behavor psychological capital as an miediator which can improve employee's enthusiasm for innovation and goal orietation as an mediated moderator which can effect employee's initaitive for innovation.
The paper propose the hypotheses based the laterature review and test the hypoteses by empirical study. The reliability and validity of scales about organization innovation climate, psychological capital, goal orietation and innovation behavor have already been confirmed and the survey collected data through senting questionnaire to companies.401valid questionnaires have been collected,and the theoretical model is checked by structural equation model and hierarchical regression ahalysis.
The results show that organization innovation climate has a significant stimulative effect on employee innovation behavor whereas employees'psychological capital has full mediating impact significantly. The study about goal orietation is different from hypotheses, the moderate effect of leaning goal orietation is not significantly, this perhaps because of traditional Chinese culture or questionnaire design. But the moderate effect of prove (performance) goal orientation and avoid (performance) goal orientation between organization innovation climate and innovation behavior are still signifficantly,prove goal (performance) orientation is a partly mediated moderator through psychological capital and avoid (performance) gaol orientation is a fully mediated moderator througn psycholgical capital. This illustrate that prove (performance) goal orientation and avoid (performance) goal orientation would be weaken the effect of organization innovation climate on innovation behavior. The study also find that employees'gender, age, post and industry would effact their psychological capital and innovation behavior.
The theory contribution of this article is analysis the effect of psychological captical and goal orietation on the relationship between organization innovation climate and innovation behavior, and because of psychological capital can be intervenede and gaol orietation can change through situation hint, the practical contribution of this paper is bing out two key factors wich can arouse employees' enthusiasm and initaitive for innovation behavior.
引文
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