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基于社会认知理论，探究发展型人力资源管理实践对员工越轨创新行为的影响路径以及边界条件。通过对700名员工和140名主管的配对数据进行跨层回归分析，结果表明：发展型人力资源管理实践能够促进员工越轨创新；角色宽度自我效能感与建设性变革责任感均在发展型人力资源管理实践与员工越轨创新之间起到中介作用；差错管理氛围正向调节角色宽度自我效能感与员工越轨创新之间的关系，当组织中差错管理氛围水平越高，角色宽度自我效能感对员工越轨创新的正向影响作用越强；差错管理氛围正向调节建设性变革责任感与员工越轨创新之间的关系，组织中差错管理氛围水平越高，建设性变革责任感对员工越轨创新的正向影响作用越强。研究从“个体—环境—行为”三元交互的视角揭示了组织实施发展型人力资源管理实践对员工越轨创新的影响过程，以及组织氛围作为环境因素的调节作用。
Abstract：Based on Social Cognition Theory,this study explores the influence pathways and boundary conditions of developmental human resource management (HRM) practices on employee bootlegging innovation behaviors.Through cross-level regression analysis of paired data from 700 employees and 140 leaders,the results indicate that:developmental HRM practices promote employee bootlegging innovation behavior;role breadth self-efficacy and constructive change responsibility both serve as mediators between developmental HRM practices and employee bootlegging innovation behavior;error management climate positively moderates the relationship between role breadth self-efficacy and employee bootlegging innovation behavior,with a stronger positive impact of role breadth self-efficacy on employee bootlegging innovation behavior as the level of the organization's error management climate in the organization increases;error management climate positively moderates the relationship between constructive change responsibility and employee bootlegging innovation behavior,with a stronger positive impact of constructive change responsibility on employee bootlegging innovation behavior as the level of the organization's error management climate increases.From the perspective of the“individual-environment-behavior”triadic interaction,this study reveals the organizational implementation of developmental HRM practices'influence process on employee bootlegging innovation behavior.Additionally,it highlights the moderating role of organizational climate as an environmental factor,emphasizing the significance of a supportive context in cultivating innovative actions.
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基本信息:
DOI：10.14134/j.cnki.cn33-1336/f.2025.04.004
中图分类号:F272.92;F273.1
引用信息:
[1]赵曙明,张佳蕾,赵宜萱.发展型人力资源管理实践如何影响员工越轨创新——差错管理氛围的调节作用[J].商业经济与管理,2025,No.402(04):56-70.DOI:10.14134/j.cnki.cn33-1336/f.2025.04.004.
基金信息:
国家自然科学基金专项项目“人-机互动场景下智能化人力资源开发与管理研究”(72342027);国家自然科学基金面上项目“人工智能背景下的人力资源管理：新生代员工人工智能变革意愿的影响机制研究”(72072081); 江苏省社会科学基金项目“江苏数字化背景下人力资源价值链变革与组织发展的互动机制研究”(22GLA006)