摘要
基于公平理论和社会交换理论研究了知识员工心理资本、心理契约与创新绩效的关系,提出了相应的理论模型,并以高科技和新能源企业技术和管理岗位的员工作为样本,进行了实证检验。探索性因子分析和验证性因子分析结果显示,学习型心理资本、创新型心理资本与关系型心理资本正相关于任务型心理资本,同时知识员工任务型心理资本、关系型心理资本与创新型心理资本对于心理契约形成有积极作用,而心理契约在知识员工心理资本与创新绩效关系中起中介作用。这表明,组织需要培养和提升知识员工的心理资本,从而促使知识员工对组织的责任感知增强,进而提高创造力水平和个体在创新过程中的投入,最终提高创新绩效。
In order to analyze the relationship between knowledge worker psychological capital and individual innovative performance and gives a theoretical model, based on the equity theory and social exchange theory, we build a relational model. Then we make an empirical investigation through the sample from employees who work in technical and management field in high-tech and new energy enterprises to examine it. The EFA and CFA results show that the Learning-oriented psychological capital, innovative psychological capital and Guanxi-oriented psychological capital are positively related to taskoriented psychological capital, and knowledge worker psychological capital has a positively effect on psychological contract. As a result, psychological contract plays a mediating role in the relation- ship between knowledge worker psychological capital and innovative performance. From these results we can see, the organization need train and improve the employees＂ psychological capital in order to improve perceptions regarding the responsibilities for their organization in their employment relationship. Furthermore, their creative capability and the input in innovation process can be strengthened and innovative performance can be realized.
出处
《科学学与科学技术管理》
CSSCI
北大核心
2012年第6期149-155,共7页
Science of Science and Management of S.& T.
基金
国家自然科学基金项目(71162015)
科技部创新方法工作专项(2010IM040300)
内蒙古应用技术研究计划专项(20110823)
关键词
知识员工心理资本
社会交换
心理契约
创新绩效
knowledge worker psychological capital
social exchange
psychological contract
innovative performance
