内部人身份认知与创新行为的关系——一个有调节的中介效应模型研究
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外国经济与管理 2014 年 第 36 卷第 10 期, 页码：40 - 53
摘要
参考文献
摘要
内部人身份认知是员工创新行为的重要内在驱动因素。为了探讨内部人身份认知对员工创新行为的影响效应以及组织承诺和工作嵌入在其中的作用机制,本研究采用横向与纵向相结合的研究方法,在理论与文献研究以及系统检验各变量信度与效度的基础上,对所提出的有调节的中介效应模型进行检验。数据分析结果表明:(1)员工内部人身份认知显著正向影响组织承诺与创新行为;(2)员工组织承诺显著正向影响创新行为,组织承诺在内部人身份认知与创新行为的关系中起完全中介作用;(3)员工工作嵌入在组织承诺与创新行为的关系中起正向调节作用,工作嵌入程度越高,组织承诺对创新行为的影响作用越强;进一步地,工作嵌入还调节着组织承诺对内部人身份认知与创新行为关系的中介效应。本研究的结果有利于进一步拓展创新行为理论的研究成果并进一步揭示内部人身份认知对创新行为的内在作用机制,可以为企业管理创新行为提供理论与实践方面的指导。
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[40]陈松等.组织公正感对组织承诺的影响[J].心理科学,2010,33(2):376-379.
[41]顾远东等.组织创新支持感对员工创新行为的影响机制研究[J].管理学报,2014,11(4):548-554.
[42]李海等.绩效评价对组织公民行为的影响:组织承诺的中介作用[J].管理工程学报,2010,24(1):739-747.
[43]刘云,石金涛.组织创新气氛对员工创新行为的影响过程研究——基于心理授权的中介效应分析[J].中国软科学,2010,(3):133-144.
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[46]时勘等.员工谏言的影响作用探究[J].心理与行为研究,2013,11(2):217-222.
[47]汪林等.与高层领导的关系对经理人“谏言”的影响机制——来自本土家族企业的经验证据[J].管理世界,2010,(5):108-117.
[48]汪林等.领导—部属交换、内部人身份认知与组织公民行为——基于本土家族企业视角的经验研究[J].管理世界,2009,(1):97-107.
[49]温忠麟等.中介效应检验程序及其应用[J].心理学报,2004,36(5):614-620.
[50]温忠麟和叶宝娟.有调节的中介模型检验方法:竞争还是替补?[J].心理学报,2014,46(5):714-726.
[51]杨付和张丽华.团队沟通、工作不安全氛围对创新行为的影响:创造力自我效能感的调节作用[J].心理学报,2012,44(10):1383-1401.
[52]尹俊等.授权赋能领导行为对员工内部人身份感知的影响:基于组织的自尊的调节作用[J].心理学报,2012,44(10):1371-1382.
[53]俞明传等.员工实际介入与组织关系视角下的内部人身份感知对创新行为的影响研究[J].管理学报,2014,11(6):836-843.
[2]Allen D G and Shanock L R.Perceived organizational support and embeddedness as key mechanisms connecting socialization tactics to commitment and turnover among new employees[J].Journal of Organizational Behavior,2013,34(3):350-369.
[3]Armstrong-Stassen M and Schlosser F.Perceived organizational membership and the retention of older workers[J].Journal of Organizational Behavior,2011,32(2):319-344.
[4]Baron R M and 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.
[5]Carmeli A and Tishler A.The relationships between intangible organizational elements and organizational performance[J].Strategic Management Journal,2004,25(13):1257-1278.
[6]Chen Z G,et al.Leader-member exchange and member performance:A new look at individual-level negative feedback-seeking beha-vior and team-level empowerment climate[J].Journal of Applied Psychology,2007,92(1):202-212.
[7]Chen Z X and Aryee S.Delegation and employee work outcomes:An examination of the cultural context of mediating processes in China[J].Academy of Management Journal,2007,50(1):226-238.
[8]Cheng C Y.A longitudinal study of newcomer job embeddedness and sales outcomes for life insurance salespersons[J].Journal of Bu-siness Research,2014,67(7):1430-1438.
[9]Cho J and Dansereau F.Are transformational leaders fair?A multi-level study of transformational leadership,justice perceptions,and organizational citizenship behaviors[J].Leadership Quarterly,2010,21(3):409-421.
[10]Crossley C D,et al.Development of a global measure of job embeddedness and integration into a traditional model of voluntary turnover[J].Journal of Applied Psychology,2007,92(4):1031-1042.
[11]Diedericks E and Rothmann S.Flourishing of information technology professionals:Effects on individual and organizational outcomes[J].South African Journal of Business Management,2014,45(1):27-41.
[12]Edwards J R and Lambert L S.Methods for integrating moderation and mediation:A general analytical framework using moderated path analysis[J].Psychological Methods,2007,12(1):1-22.
[13]Fakhraddin M.Survey mediation role of perceived insider position and the controlling role of supervisors’traditionality[J].Journal of Applied Sciences,2014,14(5):415-425.
[14]Guerrero S,et al.Pro-diversity practices and perceived insider status[J].Cross Cultural Management:An International Journal,2013,20(1):5-19.
[15]Jafri M H.Organizational commitment and employee’s innovative behavior:a study in retail sector[J].Journal of Management Research,2010,10(1):62-68.
[16]Jiang K,et al.When and how is job embeddedness predictive of turnover?A meta-analytic investigation[J].Journal of Applied Psychology,2012,97(5):1077-1096.
[17]Kazeminpour F and Amin S M.The impact of workplace spirituality dimensions on organizational citizenship behavior among nurse with the mediating effect of affective organizational commitment[J].Journal of Nursing Management,2012,20(8):1039-1048.
[18]Knapp J R,et al.Clarifying the relational ties of organizational belonging:Understanding the roles of perceived insider status,psychological ownership,and organizational identification[J].Journal of Leadership&Organizational Studies,2014,21(3):273-285.
[19]Lapalme M E,et al.Bringing the outside in:Can“external”workers experience insider status?[J].Journal of Organizational Behavior,2009,30(7):919-940.
[20]Liu D,et al.Human resources management and creativity:A cross-level examination of underlying mechanisms[J].Academy of Management Journal,2013,12(1):780-783.
[21]Mitchell T R,et al.Why people stay:Using job embeddedness to predict voluntary turnover[J].Academy of Management Journal,2001,44(6):1102-1121.
[22]Mohd H J.Organizational commitment and employee’s innovative behavior:A study in retail sector[J].Journal of Management Research,2010,10(1):62-68.
[23]Ng T W H,et al.Psychological contract breaches,organizational commitment,and innovation-related behavior:A latent growth modeling approach[J].Journal of Applied Psychology,2010,95(4):744-751.
[24]Organ D W,et al.Organizational citizenship behavior:Its nature,antecedents,and consequences[M].Thousand Oaks,CA:Sage,2006.
[25]Podsakoff P M,et al.Common method biases in behavioral research:A critical review of the literature and recommended remedies[J].Journal of Applied Psychology,2003,88(5):879-903.
[26]Portoghese I,et al.The effects of work-family conflict and community embeddedness on employee satisfaction:The role of leader-member exchange[J].International Journal of Business and Management,2011,6(4):39-48.
[27]Ramesh A and Gelfand M J.Will they stay or will they go?The role of job embeddedness in predicting turnover in individualistic and collectivistic cultures[J].Journal of Applied Psychology,2010,95(5):807-823.
[28]Shalley C E,et al.The effects of personal and contextual characteristics on creativity:Where should we go from here?[J].Journal of Management,2004,30(6):933-958.
[29]Stamper C L and 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.
[30]Stets J E.Identity theory[A].In Burke P J(Ed.).Contemporary social psychological theories[C].California:Stanford Social Sciences,2006:88-110.
[31]Sweetman D,et al.Relationship between positive psychological capital and creative performance[J].Canadian Journal of Administrative Sciences,2011,28(1):4-13.
[32]Swider B W,et al.Examining the job search-turnover relationship:The role of embeddedness,job satisfaction,and available alternatives[J].Journal of Applied Psychology,2011,96(2):432-441.
[33]Tierney P and Farmer S M.Creative self-efficacy development and creative performance over time[J].Journal of Applied Psycho-logy,2011,96(2):1277-1293.
[34]Thomas W H and Daniel C F.The impact of job embeddedness on innovation-related behaviors[J].Human Resource Management,2010,49(6):1067-1087.
[35]Van Dyne L and Pierce J L.Psychological ownership and feelings of possession:Three field studies predicting employee attitudes and organizational citizenship behavior[J].Journal of Organizational Behavior,2004,25(4):439-459.
[36]Wang J and Kim T Y.Proactive socialization behavior in China:The mediating role of perceived insider status and the moderating role of supervisors’traditionality[J].Journal of Organizational Behavior,2013,34(3):389-406.
[37]Wang Y F,et al.Organizational socialization and employee job performance:An examination on the role of the job satisfaction and organizational commitment[R].Paper presented at the 8 th International Conference on Service Systems and Service Management,2011.
[38]Wang Y F and Zhu Y.The relationships among organizational socialization,trust,knowledge sharing and creative behavior[R].Paper presented at the Meeting of the International Conference on Management and Service Science,2009.
[39]蔡启通.内在动机与员工创新行为之关系:Amabile三元交互效果及Shin中介效果之验证[J].管理学报(台湾),2008,25(5):549-575.
[40]陈松等.组织公正感对组织承诺的影响[J].心理科学,2010,33(2):376-379.
[41]顾远东等.组织创新支持感对员工创新行为的影响机制研究[J].管理学报,2014,11(4):548-554.
[42]李海等.绩效评价对组织公民行为的影响:组织承诺的中介作用[J].管理工程学报,2010,24(1):739-747.
[43]刘云,石金涛.组织创新气氛对员工创新行为的影响过程研究——基于心理授权的中介效应分析[J].中国软科学,2010,(3):133-144.
[44]刘小平.员工组织承诺的形成过程:内部机制和外部影响——基于社会交换理论的实证研究[J].管理世界,2011,(11):92-104.
[45]彭台光等.管理研究中的共同方法变异:问题本质、影响、测试和补救[J].管理学报(台湾),2006,23(1):77-98.
[46]时勘等.员工谏言的影响作用探究[J].心理与行为研究,2013,11(2):217-222.
[47]汪林等.与高层领导的关系对经理人“谏言”的影响机制——来自本土家族企业的经验证据[J].管理世界,2010,(5):108-117.
[48]汪林等.领导—部属交换、内部人身份认知与组织公民行为——基于本土家族企业视角的经验研究[J].管理世界,2009,(1):97-107.
[49]温忠麟等.中介效应检验程序及其应用[J].心理学报,2004,36(5):614-620.
[50]温忠麟和叶宝娟.有调节的中介模型检验方法:竞争还是替补?[J].心理学报,2014,46(5):714-726.
[51]杨付和张丽华.团队沟通、工作不安全氛围对创新行为的影响:创造力自我效能感的调节作用[J].心理学报,2012,44(10):1383-1401.
[52]尹俊等.授权赋能领导行为对员工内部人身份感知的影响:基于组织的自尊的调节作用[J].心理学报,2012,44(10):1371-1382.
[53]俞明传等.员工实际介入与组织关系视角下的内部人身份感知对创新行为的影响研究[J].管理学报,2014,11(6):836-843.
引用本文
王雁飞, 蔡如茵, 林星驰. 内部人身份认知与创新行为的关系——一个有调节的中介效应模型研究[J]. 外国经济与管理, 2014, 36(10): 40–53.
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