作　　者： ;

机构地区： 广东工业大学管理学院

出　　处： 《技术经济与管理研究》 2011年第1期41-45,共5页

摘　　要： 员工创新工作行为是员工有效完成工作任务和目标,达到组织既定工作标准的有效途径,对组织的生存与发展具有重要作用。本文基于工作要求-工作控制模型与社会交换理论,探讨在中国情景下,工作要求、员工感知的组织支持与创新工作行为的关系。通过296个有效样本,研究结果表明:工作要求与创新工作行为显著正相关;员工感知的组织支持对工作要求与创新工作行为具有正向调节作用,在工作要求压力下,相对于感知到较低组织支持的员工,感知到较高组织支持的员工更容易产生创新工作行为,并基于中国本土文化的角度分析其内在原因。研究告诉企业领导者,提高工作要求可以提高员工创新工作行为,同时要提高员工对组织支持的感知,这样才可能使员工在面临高强度的工作要求时,更积极主动地开展创新工作行为,提高工作效率和工作绩效。 Employees＇ innovative work behaviors is a useful way for employees to accomplish work goal and meet the work standard, it plays an important role for the existence and development of the organization. Based on job demand-job control model and social exchange theory, the article analyzes the relationship among job demand, perceived organizational support and innovative work behavior in China context. The sample consisted of 296. Results demonstrate a positive relationship between job demands and innovative work behavior; employees perceived organizational support moderating the relation between them, compared with the employees with low perceived organizational support, the employees with high perceived organizational support can easily develop innovative work behavior. The Chinese traditional value is used to explain the result. The article informs leaders in enterprise that job demand can promote employees＇ innovative work behaviors, at the same time, in order to make the employees carry out innovative work behaviors under high job demand, it is necessary to advance the employees＇ perceived organizational support so as to improve the work efficiency and work performance.

关 键 词： 创新工作 工作要求 工作控制 社会交换 组织支持 本土文化

领　　域： [经济管理] [经济管理] [经济管理] [经济管理]