摘要
组织支持感和员工创新绩效之间的关系,现有研究结论存在一定的争议。通过对414名员工及其直接领导进行配对取样,基于社会交换理论和情境力量理论,构建一个多层次被调节的中介模型,探讨组织支持感对员工创新绩效的影响机制和作用边界。研究结果显示:组织支持感能够正向影响员工创新绩效;员工建言行为在组织支持感对员工创新绩效的影响过程中起到中介作用;领导者政治技能在组织支持感对员工建言行为的影响过程中起到跨层次的正向调节作用。
The Empirical research results focusing on the relationship between perceived organizational support and employee innovational performance are inconsistent. Based on Social Exchange Theory and Situational Strength Theory,a multilevel moderated mediation model is built,which helps to explain the relationship between perceived organizational support and employee innovation performance. Data from 414 subordinates and their immediate supervisors show that:( 1) perceived organizational support has a positive effect on employee innovation performance;( 2) employee voice behavior mediates the effect of perceived organizational support and employee innovation performance;( 3) leader political skill positively moderates the effect of perceived organizational support on employee voice behavior.
作者
詹小慧
李群
Zhan Xiaohui;Li Qun(School of National Business,Jinan University,Zhuhai 519070,China;School of Business,Changzhou University,Changzhou 213164,China)
出处
《当代经济管理》
CSSCI
北大核心
2020年第1期71-77,共7页
Contemporary Economic Management
基金
国家社会科学基金项目(14GL080)
暨南大学第二十一批教学改革研究项目(JG2019057)
中央高校基本科研业务费专项资金资助(19JNQN19)
关键词
组织支持感
员工建言行为
领导者政治技能
员工创新绩效
perceived organizational support
employee voice behavior
leader political skill
employee innovation performance
