摘要
文章结合目标导向与权力动机构建了一个整合模型,揭示组织支持感影响员工创新行为的作用机制和边界条件。对220份员工样本的实证分析表明:学习目标导向、绩效目标导向在组织支持感与员工创新行为之间发挥部分中介作用;权力动机正向调节组织支持感与绩效目标导向之间的正相关关系,并进一步强化了绩效目标导向在组织支持感与员工创新行为之间的中介效应。研究结论不但丰富了员工创新行为的相关理论研究,而且对组织创新管理实践具有很好的现实意义。
We develop and test a model that explains the underlying mechanism that how and when perceived organizational support is associated with employee s innovation behavior.The empirical analysis results based on 220 employees samples show that:Learning goal orientation and performance goal orientation play a partial mediating role in the relationship between perceived organizational support and employee s innovation behavior;The power motive positively moderates the positive correlation between perceived organizational support and performance goal orientation,and further strengthens the mediating effect of performance goal orientation on the relationship between perceived organizational support and employee s innovation behavior.This study conclusion not only enriches the relevant theoretical research on the employee s innovation behavior,but also has a great practical significance on organizational innovation management practice.
作者
陈倩倩
樊耘
李春晓
CHEN Qian-qian;FAN Yun;LI Chun-xiao(The Key Lab of the Ministry of Education for Process Control&Efficiency Engineering,Xi an 710049,China;School of Management,Xi'an Jiaotong University,Xi'an 710049,China;Center for Management Teaching and Learning(Demo-center at State Level for Experiment Teaching Experiment), Xi'an Jiaotong University,Xi'an 710049,China)
出处
《华东经济管理》
CSSCI
北大核心
2018年第2期43-50,共8页
East China Economic Management
基金
高等学校博士点专项科研基金项目(20130201110020)
关键词
组织支持感
目标导向
员工创新行为
权力动机
perceived organizational support
goal orientation
employee s innovation behavior
power motive
