摘要
通过回归分析的方法,实证检验了激励偏好、组织认同与员工创新行为的影响效应。研究表明:激励偏好对于员工创新行为具有正向的预测作用;组织认同对于员工创新行为具有正向的预测作用;与激励偏好不足的企业相比,组织认同在激励偏好充分的企业中对员工创新行为的影响更加显著;与组织认同程度低的企业相比,激励偏好在组织认同程度高的企业中对员工创新行为的影响作用更加明显。基于以上结论,提出了促进员工创新行为的对策建议。
Through regression analysis,the article conducts an empirical test on the impact effect between encouragement preference,organization identity and innovation of employees.The study shows：encouragement preference has positive prediction for the innovation behavior of employees,so does the organization identity.Compared with enterprises with insufficient encouragement preference,the influence of organization identity upon innovation behavior of employees is much more prominent in enterprises with sufficient encouragement preference.Compared with enterprises with low organization identity,the influence of encouragement preference upon innovation behavior of employees is much more prominent in enterprises with high organization identity.Based on all these,we put forward countermeasures so as to promote innovation behavior of employees.
出处
《西北民族大学学报（哲学社会科学版）》
CSSCI
2016年第5期126-132,共7页
Journal of Northwest Minzu University(Philosophy and Social Sciences)
基金
国家社科基金项目"西部少数民族地区创新创业人才队伍建设研究"(项目编号:13BGL032)
甘肃省软科学研究计划项目"甘肃省国有企业人力资本股权激励机制研究"(项目编号:144ZCRA138)
关键词
激励偏好
组织认同
交互作用
员工创新行为
encouragement preference
organization identity
interaction
innovation behavior of employees
