摘要
新时代如何提升员工创新绩效,是企业面临的一个重大现实问题。以社会交换理论视角和情感事件理论为基础,探讨总体报酬对员工创新绩效的影响机制,为了更好地解释变量之间的关系,基于1009份员工问卷的调研,把实证研究(层级回归)与模糊集定性比较分析(fs QCA)结合起来进行分析,得出如下结论:总体报酬正向影响员工创新绩效,工作幸福感起部分中介作用;领导-成员交换正向调节总体报酬与工作幸福感的关系;定性比较分析得出四类触发员工创新绩效的前因构型。
How to improve employee innovation performance in the new era is a major practical problem facing enterprises.This paper explores the influence mechanism of total compensation on employee innovation performance.In order to better explain the relationship between variables,based on the survey of 1009 employee questionnaires,empirical research(hierarchical regression)and qualitative comparative analysis of fuzzy sets(fsQCA)are combined to analyze,and the following conclusions are drawn:total compensation has positive impact on employee innovation performance.Work innovation performance,job well-being plays a part of the intermediary role;leadership-member exchange positively regulates the relationship between overall compensation and job well-being;qualitative comparative analysis concludes four types of antecedent configurations triggering employee innovation performance.
作者
梁彦清
刘伟鹏
LIANG Yan-qing;LIU Wei-peng(School of Business Administration,Shanxi University of Finance and Economics,Taiyuan,Shanxi 030006,China)
出处
《贵州财经大学学报》
CSSCI
北大核心
2019年第2期42-49,共8页
Journal of Guizhou University of Finance and Economics
基金
教育部人文社科规划项目"总体报酬及其结构对员工工作绩效与幸福感的影响"(16YJA630051)
教育部人文社会科学研究青年基金项目"中国组织情境下谦逊型领导行为的诱因与结果:一项跨层次追踪研究"(17YJC630222)
关键词
总体报酬
创新绩效
工作幸福感
领导-成员交换
overall reward
innovation performance
job well-being
leader-member exchange
