摘要
作为员工主动调整工作认知、任务与关系的行为,工作重塑日益受到学者的关注。通过工作重塑,员工是否有更多的创新行为尚未得到深入探讨。本文对320份知识员工调查问卷进行分析,结果表明:工作重塑显著正向影响员工创新行为,其中,增加挑战性工作要求、增加社会性工作资源相比增加结构性工作资源、减少阻碍性工作要求具有更强影响作用;同时,心理资本在工作重塑与员工创新行为之间起中介作用。因此,提出组织可通过激发知识员工工作重塑意愿、增强工作重塑能力、提升心理资本水平、进行赋能式管理等措施鼓励员工开展创新,提升个体和组织绩效。
Job reshaping is the behavior of employees to actively adjust job cognition,job task and job relationship,which has attracted increasing attention from scholars.Whether employees have more innovative behavior through job reshaping has not been explored in depth.This results of 320 knowledge employee questionnaires show that job reshaping has a significant positive effect on employee innovative behavior,among which increased challenging job requirements and increased social work resources have a more positive impact than increased structural work resources and reduced obstructive job requirements.And psychological capital is a mediator between job reshaping and employee innovative behavior.Therefore,the study suggests that the organizations should stimulate knowledge employee job reshaping willingness,enhance job reshaping ability,improve psychological capital level and apply empowerment management to encourage employees to innovate and enhance individual and organizational performance.
出处
《企业经济》
北大核心
2020年第10期58-66,共9页
Enterprise Economy
基金
国家自然科学基金项目“知识权力氛围影响科技人员创新行为的跨层次研究:基于认知、互惠、情感视角”(项目编号:71862002)
甘肃政法大学重点科研项目“组织变革背景下新生代员工建言行为研究”(项目编号:2016XZDLW07)
甘肃政法大学重大科研项目“新常态下甘肃企业智力资本与创新绩效研究”(项目编号:2017XZD06)。
关键词
工作重塑
员工创新行为
知识员工
心理资本
job reshaping
employee innovative behavior
knowledge employee
psychological capital
