摘要
基于来自60个部门的366份领导—员工有效配对样本,从自我决定理论视角探索高绩效工作系统与创新行为的关系及其内在机制,并考察了部门正式化的调节作用。运用跨层次分析的方法,结果表明:(1)高绩效工作系统对创新行为有显著的正向影响;(2)自主性在高绩效工作系统与员工创新行为之间起到中介作用;(3)正式化调节了高绩效工作系统与自主性的关系,当正式化水平较高时,高绩效工作系统正向影响自主性,但当正式化水平较低时,高绩效工作系统与自主性之间的关系并不显著;(4)正式化也调节了高绩效工作系统通过自主性影响创新行为的路径。
Drawing upon self-determination theory, this study explored the relationship between high performance work system and innovative behavior as well as the moderating role of formalization with a sample of 366 employees matched to 60 department managers. Multilevel analysis revealed that： （1） High performance work system had significant and positive influence on innovative behavior. （2） Autonomy mediated the relationship between high performance work system and innovative behavior. （3） The relationship between high performance work system and autonomy was moderated by formalization such that high performance work system was positively related to autonomy when formalization was higher; however, when formalization was lower, the relationship between high performance work system and autonomy was insignificant. （4） Formalization moderated the indirect effect of high performance work system on innovative behavior through autonomy.
出处
《科学学与科学技术管理》
CSSCI
CSCD
北大核心
2017年第12期61-73,共13页
Science of Science and Management of S.& T.
基金
国家自然科学基金(71272158)
关键词
高绩效工作系统
创新行为
自主性
正式化
自我决定理论
high performance work system
innovative behavior
autonomy
formalization
self-determination theory
