nav emailalert searchbtn searchbox tablepage yinyongbenwen piczone journalimg journalInfo journalinfonormal searchdiv searchzone qikanlogo popupnotification paper paperNew
2017, 07, No.309 37-44
人岗匹配对员工创新行为的影响机制研究——内部人身份感知和创新自我效能感的作用
基金项目(Foundation): 中国人民大学国发院课题项目“一带一路战略下中国企业人力资源管理国际化变革研究”(297516706121)
邮箱(Email):
DOI: 10.14134/j.cnki.cn33-1336/f.2017.07.004
发布时间: 2017-07-15
出版时间: 2017-07-15
移动端阅读
摘要:

文章以科研设计单位为研究对象,构建人岗匹配、内部人身份感知、创新自我效能感和员工创新行为之间的关系模型,并通过多元线性回归对模型进行实证。研究结果表明:人岗匹配正向影响员工创新自我效能感和创新行为;内部人身份感知调节人岗匹配与创新自我效能感和创新行为之间的关系;员工创新自我效能感部分中介人岗匹配对员工创新行为的影响,并且中介内部人身份感知对人岗匹配与员工创新行为的调节作用。

Abstract:

This essay constitutes relational model among person-job fit,perceived insider status,innovative self-efficacy and employee innovative behavior for scientific research and design institution. Then empirical research is done through MLR for the model. The research demonstrates that person-job fit has positive effect on innovative self-efficacy and employee innovative behavior.Perceived insider status moderates the relationship between person-job fit and innovative self-efficacy as well as employee innovative behavior. Innovative self-efficacy mediates the relationship between person-job fit and innovative behavior and the moderation effect of perceived insider status on them.

参考文献

[1]AMABILE T M,HERRON M.Assessing the work environment for creativity[J].Academy of Management Journal,1996,39(5):154-184.

[2]DE JONG J,DEN HARTOG D.Measuring innovative work behavior[J].Creativity and Innovation Management,2010,19(1):23-36.

[3]DORENBOSCH L,ENGEN M L V,VERHAGEN M.On-the-job innovation:the impact of job design and human resource management through production ownership[J].Creativity and Innovation Management,2005,14(2):129-141.

[4]RAMAMOORTHY N,FLOOD P C,SLATTERY T,et al.Determinants of innovative work behavior:development and test of an integrated model[J].Creativity and Innovation Management,2005,14(2):142-150.

[5]REUVERS M,ENGEN M L V.Transformational leadership and innovative work behavior:exploring the relevance of gender differences[J].Creativity and Innovation Management,2008,17(3):227-244.

[6]SCOTT S G,BRUCE R A.Determinants of innovative behavior:a path model of individual innovation in the workplace[J].Academy of Management Journal,1994,37(3):580-607.

[7]CHUANG A,SACKETT P R.The perceived importance of person-job fit and person-organization fit between and within interview stages[J].Social Behavior and Personality,2005,33(3):209-226.

[8]陈利锋.异质性技能、岗位匹配与就业动态[J].浙江工商大学学报,2016(1):89-102.

[9]KRISTOF-BROWN A L,ZIMMERMAN R D,JOHNSON E C.Consequences of individuals'fit at work:a meta-analysis of personjob,person-organization,person-group,and person-supervisor fit[J].Personnel Psychology,2005,58(2):281-342.

[10]HOFFMAN B J,WOEHR D J.A Quantitative review of the relationship between person-organization fit and behavioral outcomes[J].Journal of Vocational Behavior,2006,68(3):389-399.

[11]WU L et al.Employee experienced HPWPs and job performance:roles of person-job fit and intrinsic motivation[J].Frontiers of Business Research in China,2011,5(3):344-363.

[12]GUAN Y J.Person-job fit and work-related attitudes among Chinese employees:need for cognition closure as moderator[J].Basic and Applied Social Psychology,2010,32(3):250-260.

[13]QURATULAIN S,KHAN K A.How does employees public service motivation get affected?a conditional process analysis of the effects of person-job fit and work pressure[J].Public Personnel Management,2015,44(2):266-289.

[14]BOON C,DEN HARTOG D N.The relationship between perceptions of HR practices and employee outcomes:examining the role of person-organization and person-job fit[J].The International Journal of Human Resource Management,2011,22(1):138-162.

[15]THERASA C.Person-job fit and work commitment of it personnel-an Indian perspective[J].Journal of Human Growth and Development,2016,26(2):218-227.

[16]CHI N W,PAN S Y.A multilevel investigation of missing links between transformational leadership and task performance:the mediating roles of perceived person-job fit and person-organization fit[J].Journal of Business and Psychology,2012,27(1):43-56.

[17]Bandura A.Self-efficacy:toward a unifying theory of behavioral change[J].Psychological Review,1977,84(2):191-215.

[18]TIERNEY P,FARMER S M.Creative self-efficacy:its potential antecedents and relationship to creative performance[J].Academy of Management Journal,2002,45(6):1137-1148.

[19]杨晶照.“我是”、“我能”、“我愿”——员工创新心理因素与员工创新的关系研究[J].科学学与科学技术管理,2011(4):165-172.

[20]STAMPER C L,MASTERSON S S.Insider or outsider?how employee perceptions of insider status affect their work behavior[J].Journal of Organizational Behavior,2002,23(8):875-894.

[21]LAPALME M et al.Bringing the outside in:can“external”workers experience insider status?[J].Journal of Organizational Behavior,2009,30(7):919-940.

[22]ARMSTRONG-STASSEN M,SCHLOSSER F.Perceived organizational membership and the retention of older workers[J].Journal of Organizational Behavior,2011,32(2):319-344.

[23]CHEN Z X,ARYEE S.Delegation and employee work outcomes:the cultural context of mediating processes in China[J].Academy of Management Journal,2007,50(1):226-238.

[24]王永跃,王慧娟,王晓辰.内部人身份感知对员工创新行为的影响——创新自我效能感和遵从权威的作用[J]心理科学,2015(4):954-959.

[25]BUONOCORE F.Behavioural consequences of job insecurity and perceived insider status for contingent workers[R].Napoli:Parthenope University of Naples,2009.

[26]张好雨,王辉,郭理,等.领导权力分享、组织自尊和员工工作表现:内部人身份感知的调节作用[J].经济科学,2016(2):120-128.

[27]段锦云,曹莹.自我监控对建言行为的影响:内部人身份感知的作用[J].心理科学,2015(6):1452-1458.

[28]顾远东,彭纪生.创新自我效能感对员工创新行为的影响机制研究[J].科研管理,2011(9):63-73.

[29]JIN NAMCHOI.Individual and contextual predictors of creative performance:the mediating role of psychological processes[J].Creativity Research Journal,2004,16(2):187-199.

[30]BEGHETTO A.Creative self-efficacy:correlates in middle and secondary students[J].Creativity Research Journal,2006,18(4):447-457.

[31]刘追,郑倩.不确定性规避与员工创新行为:创新自我效能感的中介作用[J].科技进步与对策,2016(4):149-155.

[32]顾远东,彭纪生.组织创新氛围对员工创新行为的影响:创新自我效能感的中介作用[J].南开管理评论,2010(1):30-41.

[33]SAKS A M,ASHFORTH B E.A Longitudinal investigation of the relationships between job information sources,applicant perceptions of fit and work outcomes[J].1997,50(2):395-425.

[34]温忠麟,侯杰泰,张雷.调节效应与中介效应的比较与应用[J].心理学报,2005(2):268-274.

[35]BARON R M,KENNY D A.The moderator-mediator variable distinction in social psychological research:conceptual,strategic,and statistical considerations[J].Journal of Personality and Social Psychology,1986,51(6):1173-1182.

[36]叶宝娟,温忠麟.有中介的调节模型检验方法:甄别和整合[J].心理学报,2013(9):1050-1060.

基本信息:

DOI:10.14134/j.cnki.cn33-1336/f.2017.07.004

中图分类号:F272.92;F273.1

引用信息:

[1]林新奇,丁贺.人岗匹配对员工创新行为的影响机制研究——内部人身份感知和创新自我效能感的作用[J].商业经济与管理,2017,No.309(07):37-44.DOI:10.14134/j.cnki.cn33-1336/f.2017.07.004.

基金信息:

中国人民大学国发院课题项目“一带一路战略下中国企业人力资源管理国际化变革研究”(297516706121)

发布时间:

2017-07-15

出版时间:

2017-07-15

检 索 高级检索

引用

GB/T 7714-2015 格式引文
MLA格式引文
APA格式引文