导　　师： 陈卫旗

学科专业： 040203

授予学位： 硕士

作　　者： ;

机构地区： 广州大学

摘　　要： 创新是组织在市场中生存、立足、竞争和发展的利器，而员工作为创新的主体，个体创新行为一直以来都受到学术界的关注讨论和业界的管理重视。根据瑞士洛桑国际管理学院公布的研究显示，组织文化与组织竞争力的相关是最高的，可见组织文化是组织保持优势的关键。然而现有关于组织文化与个体创新行为的关系研究却较为缺乏，较少探究组织文化能有效推动个体创新行为的机理。 本研究基于竞争价值模型，将组织的文化类型特征视作影响个体创新行为的前因变量，以组织文化影响个体创新行为的情感、认知和群体互动中介过程，以及论证创新自我效能感的调节作用作为研究重点，对广州、珠海和肇庆三个城市的25家企业的470名员工进行了调查，使用多层线性模型（HLM）分析组织文化对创新行为的解释力。研究结果如下： （1）灵活文化和控制文化对个体创新行为有直接的积极效应； （2）情感中介过程的路径：灵活文化和控制文化分别通过情感承诺的部分中介效应对个体创新行为产生积极影响； （3）认知中介过程的路径：创新风险知觉和目标激励对组织文化与个体创新行为的关系不产生中介作用； （4）对于群体互动的中介过程，组织文化通过内部整合的中介作用对个体创新行为产生显著的影响，并且内部整合与任务的依存性特征的交互作用能显著调节（促进）个体创新行为；但内部竞争对控制文化与个体创新行为的关系不起中介作用； （5）创新自我效能感调节作用的假设检验结果为，组织文化与创新自我效能感没有产生显著的调节效应去影响个体创新行为；参照以往的研究，检验发现组织文化是通过创新自我效能感的中介作用去影响个体创新行为的； （6）控制文化、创新自我效能感与个体创新行为之间存在跨层次调节式中介效应。 Innovation is the key for organizations to survive, compete and develop in themarket, and the employees are the agents of innovation, so individual innovativebehavior gets attention from academics and industries. Even though the report fromIMD indicated that organizational culture had the highest correlation withcompetitiveness, it is a lack of research about the relationship between organizationalculture and innovative behavior. Based on the Competing Values Framework, this study focuses on the effects andthe mediating mechanism /(affective, cognitive and group interaction/) of organizationalculture on individual innovative behavior, also analyzes the moderator role of creativeself-efficacy. This sample includes470employees from25organizations in Guangzhou,Zhuhai/&Zhaoqing. HLM is used to analyze the property of the impact oforganizational culture on innovative behavior. Results are found as follows: /(1/) Organizational culture has the direct positive impact on innovative behavior; /(2/) Affective commitment has a significant mediate effect of organizational cultureon innovative behavior; /(3/) Innovative risk perception and goal motivation don’t mediate the relation oforganizational culture and innovative behavior; /(4/) With regard to group interaction process, internal integration mediates the effecton innovative behavior of organizational culture, moreover, internal integrationand task dependence have a significant interaction on innovative behavior;internal competition doesn’t mediate the relation of control culture andinnovative behavior; /(5/) Creative self-efficacy doesn’t moderate the effect of organizational culture oninnovative behavior, but consistent with previous studies, creative self-efficacyplays the mediate role. /(6/) There is a cross-level moderated mediation model in the relation of controlculture, creative self-efficacy and innovative behavior.

关 键 词： 组织文化 个体创新行为 中介机制 调节机制

分 类 号： [B842.2]

领　　域： [哲学宗教] [哲学宗教]