作　　者： (阎亮）; (张治河）;

机构地区： 陕西师范大学国际商学院,陕西西安710119

出　　处： 《科研管理》 2017年第9期97-105,共9页

摘　　要： 本文以调查问卷方法对组织创新氛围与员工创新行为的中间机制进行了实证研究。基于280份有效员工样本数据,采用结构方程模型方法的分析结果表明:组织创新氛围对员工创新行为具有正向影响;组织支持感与组织承诺在创新氛围与创新行为间起到中介作用;绩效薪酬在组织创新氛围与组织支持感间起负向调节作用,同时创新自我效能感在组织情感承诺与创新行为之间起正向调节作用。研究为组织创新氛围对员工创新行为的影响机制具有理论贡献,同时为组织提升员工创新行为给予借鉴。 This paper makes an empirical study of the mechanism of organizational innovation climate impacting on employee innovation behavior by means of a questionnaire. Using structural equation modeling based on 280 valid employees sample data, the paper obtains the resnlts indicating that organizational innovation climate has a positive effect on employee＇ s innovative behavior; perceived organizational support （POS） and organizational affective commitment （OAC） play a mediating role between organizational innovation climate and innovation behavior; pay for performance moderates negatively the relationship between organizational innovation climate and POS; moreover, innovative self-efficacy moderates positively the relationship between AOC and innovation behavior. The research not only has a theoretical contribution to the mechanism between organizational innovation climate and innovation behavior, hut also gives references for organizations to improve employee＇ s innovative behaviors.

关 键 词： 组织创新氛围 创新行为 组织情感承诺 绩效薪酬 创新自我效能感