整体薪酬感知与创新自我效能感对员工创新行为的影响——基于长三角地区制造企业的实证研究
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摘要
文章基于长三角地区246家制造企业有效问卷数据,实证检验了整体薪酬感知与员工创新行为之间的关系,分析了创新自我效能感在上述关系中的中介作用。研究结果表明:整体薪酬感知的各维度指标均对员工创新行为有显著的正向影响;创新自我效能感对员工创新行为有显著的正向影响,且在整体薪酬感知与员工创新行为之间起中介作用。研究结论细化了整体薪酬感知的内涵体系,丰富了应用心理学、组织行为学和管理学等领域的交叉研究,为揭开员工创新行为的影响机理提供新视角。
This paper,using the valid questionnaire data of 246 manufacturing enterprises in the Yangtze River Delta,empirically tests the relationship between total compensation perception and employee innovative behaviors,and analyzes the mediating effect of creative self-efficacy in this relationship.The results show that:The each dimension of total compensation perception has a significant positive impact on employee innovative behaviors;The creative self-efficacy has a significant positive impact on employee innovative behaviors,Moreover,it also plays a mediating role in the relationship between total compensation perception and employee innovative behaviors.The study results elaborate the connotation system of total compensation perception,and enrich the cross researches in applied psychology,organizational behavior and management,and also provide a new perspective for revealing the influential mechanism of employee innovative behaviors.
This paper,using the valid questionnaire data of 246 manufacturing enterprises in the Yangtze River Delta,empirically tests the relationship between total compensation perception and employee innovative behaviors,and analyzes the mediating effect of creative self-efficacy in this relationship.The results show that:The each dimension of total compensation perception has a significant positive impact on employee innovative behaviors;The creative self-efficacy has a significant positive impact on employee innovative behaviors,Moreover,it also plays a mediating role in the relationship between total compensation perception and employee innovative behaviors.The study results elaborate the connotation system of total compensation perception,and enrich the cross researches in applied psychology,organizational behavior and management,and also provide a new perspective for revealing the influential mechanism of employee innovative behaviors.
引文
[1]袁凌,李静,李健.差序式领导对员工创新行为的影响---领导创新期望的调节作用[J].科技进步与对策,2016,33(10):110-115.
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[3]MONTANI F,COURCY F,VANDENBERGHE C.Innovating under stress:The role of commitment and leader-member exchange[J].Journal of Business Research,2017,77:1-13.
[4]顾建平,王相云.绩效薪酬、创新自我效能感与创新行为关系研究---基于江苏高新技术企业研发人员的实证分析[J].科技管理研究,2014(16):168-173.
[5]孙鸿飞,倪嘉苒,武慧娟,等.知识型员工心理资本与工作绩效关系实证研究[J].科研管理,2016,37(5):60-69.
[6]杨春季,魏远竹.内外生激励视角下主动创新行为的发生机制研究---以海底捞为例[J].中国人力资源开发,2017(9):120-126.
[7]李珲,丁刚.员工创新行为的心理因素:基于AMO理论的整合研究[J].中国人力资源开发,2015(7):39-45.
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[13]KARAKAS F,SARIGOLLU E.Benevolent leadership:Conceptualization and construct development[J].Journal of Business Ethics,2012,108(4):537-553.
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[16]周玲强,李秋成,朱琳.行为效能、人地情感与旅游者环境负责行为意愿:一个基于计划行为理论的改进模型[J].浙江大学学报:人文社会科学版,2014,44(2):88-98.
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[18]RD H H,SCHWAB D P.Pay satisfaction:Its multidimensional nature and measurement[J].International Journal of Psychology Journal International De Psychologie,1985,20(1):129-141.
[19]杨菊兰,杨俊青.员工整体薪酬感知结构化及其对组织认同的影响---来自双因素理论的解释[J].经济管理,2015(11):63-73.
[20]杨俊青,鲁云鹏,王红芳.非国有企业吸纳劳动力与城镇化的战略模型---基于煤炭资源大省山西数据的分析[J].经济管理,2014(10):136-146.
[21]杨俊青,陈虹.非国有企业薪酬激励能够实现劳动者、企业与社会的合作共赢吗---基于劳动生产率、盈利与吸纳劳动力视角的研究[J].南开管理评论,2017,20(4):165-178.
[22]RAUB S,LIAO H.Doing the right thing without being told:Joint effects of initiative climate and general self-efficacy on employee proactive customer service performance[J].Journal of Applied Psychology,2012,97(3):651-667.
[23]张勇,龙立荣.绩效薪酬对雇员创造力的影响:人-工作匹配和创造力自我效能的作用[J].心理学报,2013,45(3):363-376.
[24]LUTHANS F,NORMAN S M,AVOLIO B J,et al.The mediating role of psychological capital in the supportive organizational climate:Employee performance relationship[J].Journal of Organizational Behavior,2008,29(2):219-238.
[25]BANDURA A,ADAMS N E.Analysis of self-efficacy theory of behavioral change[J].Cognitive Therapy and Research,1977,1(4):287-310.
[26]SHALLEY C E,ZHOU J,OLDHAM G R.The Effects of personal and contextual characteristics on creativity:Where should we go from here?[J].Journal of Management,2004,30(6):933-958.
[27]TIERNEY P,FARMER S M.Creative self-efficacy:Its potential antecedents and relationship to creative performance[J].Academy of Management Journal,2002,45(6):1137-1148.
[28]秦晓芳.变革型领导与组织创新关系研究---一个文献综述[J].经济问题,2017(9):81-86.
[29]马君,赵红丹.任务意义与奖励对创造力的影响---创造力角色认同的中介作用与心理框架的调节作用[J].南开管理评论,2015,18(6):46-59.
[30]朱瑜,吕阳,王雁飞,等.教练型领导如何影响员工创新?跨层次被调节的中介效应[J].心理学报,2018,50(3):327-336.
[31]BAMMENS Y P M.Employees'innovative behavior in social context:A closer examination of the role of organizational care[J].Journal of Product Innovation Management,2016,33(3):244-259.
[32]孙健敏,陈乐妮,尹奎.挑战性压力源与员工创新行为:领导-成员交换与辱虐管理的作用[J].心理学报,2018,50(4):436-449.
[33]HUANG Z K.The relationship among organizational climate perception,individual innovative behavior,self-efficacy perception and style of problem solving:A research on banking[D].Gaoxiong:Sun Yat-sen University,2004.
[34]JANSSEN O.Job demands,perceptions of effort-reward fairness and innovative work behavior[J].Journal of Occupational&Organizational Psychology,2011,73(3):287-302.
[35]陈晓暾,胡雨.基于员工创新行为过程的全面薪酬激励研究[J].经营与管理,2017(11):52-55.
[36]李悦嘉,王世强.工作满意度对创新行为的影响研究---组织创新氛围和创新自我效能感的调节作用[J].企业研究,2016(10):47-50.
[2]孔晓婷.高学历员工对不同所有制企业创新活动的影响---基于Heckman两阶段模型的实证分析[J].华东经济管理,2017(3):169-178.
[3]MONTANI F,COURCY F,VANDENBERGHE C.Innovating under stress:The role of commitment and leader-member exchange[J].Journal of Business Research,2017,77:1-13.
[4]顾建平,王相云.绩效薪酬、创新自我效能感与创新行为关系研究---基于江苏高新技术企业研发人员的实证分析[J].科技管理研究,2014(16):168-173.
[5]孙鸿飞,倪嘉苒,武慧娟,等.知识型员工心理资本与工作绩效关系实证研究[J].科研管理,2016,37(5):60-69.
[6]杨春季,魏远竹.内外生激励视角下主动创新行为的发生机制研究---以海底捞为例[J].中国人力资源开发,2017(9):120-126.
[7]李珲,丁刚.员工创新行为的心理因素:基于AMO理论的整合研究[J].中国人力资源开发,2015(7):39-45.
[8]ELY K,BOYCE L A,NELSON J K,et al.Evaluating leadership coaching:A review and integrated framework[J].Leadership Quarterly,2010,21(4):585-599.
[9]KANKANHALLI A,TAN B C Y,WEI K.Contributing knowledge to electronic knowledge repositories:An empirical investigation[J].MIS Quarterly,2005,29(1):113-143.
[10]QUIGLEY N R,TESLUK P E,LOCKE E A,et al.A multilevel investigation of the motivational mechanisms underlying knowledge sharing and performance[J].Organization Science,2007,18(1):71-88.
[11]DESIMONE L M.Deepening our understanding of the processes and effects of different types of learning activities[J].Professional Development in Education,2015,41(3):433-435.
[12]刘智强,葛靓,潘欣,等.可变薪酬支付力度、地位竞争动机与员工创新行为研究[J].管理学报,2014,11(10):1460-1468.
[13]KARAKAS F,SARIGOLLU E.Benevolent leadership:Conceptualization and construct development[J].Journal of Business Ethics,2012,108(4):537-553.
[14]AMABILE T,CONTI R,COON H,et al.Assessing the work environment[J].Journal of Nursing Administration,1996,16(4):11-17.
[15]MITCHELL M S,CROPANZANO R S,QUISENBERRY D M.Social exchange theory,exchange resources,and interpersonal relationships:A modest resolution of theoretical difficulties[M].New York:Springer,2012:99-115.
[16]周玲强,李秋成,朱琳.行为效能、人地情感与旅游者环境负责行为意愿:一个基于计划行为理论的改进模型[J].浙江大学学报:人文社会科学版,2014,44(2):88-98.
[17]WEST M A,FARR J L.Innovation and creativity at work:Psychological and organizational strategies[J].Health Policy,1991,45(3):175-86.
[18]RD H H,SCHWAB D P.Pay satisfaction:Its multidimensional nature and measurement[J].International Journal of Psychology Journal International De Psychologie,1985,20(1):129-141.
[19]杨菊兰,杨俊青.员工整体薪酬感知结构化及其对组织认同的影响---来自双因素理论的解释[J].经济管理,2015(11):63-73.
[20]杨俊青,鲁云鹏,王红芳.非国有企业吸纳劳动力与城镇化的战略模型---基于煤炭资源大省山西数据的分析[J].经济管理,2014(10):136-146.
[21]杨俊青,陈虹.非国有企业薪酬激励能够实现劳动者、企业与社会的合作共赢吗---基于劳动生产率、盈利与吸纳劳动力视角的研究[J].南开管理评论,2017,20(4):165-178.
[22]RAUB S,LIAO H.Doing the right thing without being told:Joint effects of initiative climate and general self-efficacy on employee proactive customer service performance[J].Journal of Applied Psychology,2012,97(3):651-667.
[23]张勇,龙立荣.绩效薪酬对雇员创造力的影响:人-工作匹配和创造力自我效能的作用[J].心理学报,2013,45(3):363-376.
[24]LUTHANS F,NORMAN S M,AVOLIO B J,et al.The mediating role of psychological capital in the supportive organizational climate:Employee performance relationship[J].Journal of Organizational Behavior,2008,29(2):219-238.
[25]BANDURA A,ADAMS N E.Analysis of self-efficacy theory of behavioral change[J].Cognitive Therapy and Research,1977,1(4):287-310.
[26]SHALLEY C E,ZHOU J,OLDHAM G R.The Effects of personal and contextual characteristics on creativity:Where should we go from here?[J].Journal of Management,2004,30(6):933-958.
[27]TIERNEY P,FARMER S M.Creative self-efficacy:Its potential antecedents and relationship to creative performance[J].Academy of Management Journal,2002,45(6):1137-1148.
[28]秦晓芳.变革型领导与组织创新关系研究---一个文献综述[J].经济问题,2017(9):81-86.
[29]马君,赵红丹.任务意义与奖励对创造力的影响---创造力角色认同的中介作用与心理框架的调节作用[J].南开管理评论,2015,18(6):46-59.
[30]朱瑜,吕阳,王雁飞,等.教练型领导如何影响员工创新?跨层次被调节的中介效应[J].心理学报,2018,50(3):327-336.
[31]BAMMENS Y P M.Employees'innovative behavior in social context:A closer examination of the role of organizational care[J].Journal of Product Innovation Management,2016,33(3):244-259.
[32]孙健敏,陈乐妮,尹奎.挑战性压力源与员工创新行为:领导-成员交换与辱虐管理的作用[J].心理学报,2018,50(4):436-449.
[33]HUANG Z K.The relationship among organizational climate perception,individual innovative behavior,self-efficacy perception and style of problem solving:A research on banking[D].Gaoxiong:Sun Yat-sen University,2004.
[34]JANSSEN O.Job demands,perceptions of effort-reward fairness and innovative work behavior[J].Journal of Occupational&Organizational Psychology,2011,73(3):287-302.
[35]陈晓暾,胡雨.基于员工创新行为过程的全面薪酬激励研究[J].经营与管理,2017(11):52-55.
[36]李悦嘉,王世强.工作满意度对创新行为的影响研究---组织创新氛围和创新自我效能感的调节作用[J].企业研究,2016(10):47-50.