作　　者： ; ;

机构地区： 华南理工大学工商管理学院

出　　处： 《中国人力资源开发》 2018年第3期73-83,共11页

摘　　要： 本研究将个体知识吸收能力作为员工创新的根本动力,构建了一个被调节的中介模型,实证检验了个体知识吸收能力影响员工创新绩效的具体作用机制。以我国珠三角地区科技型企业75个研发团队中348名技术研究人员为研究对象进行实证检验,结果发现:(1)个体知识吸收能力与员工创新绩效呈正相关;(2)员工创造力在员工个体知识吸收能力和员工创新绩效之间起中介作用;(3)团队-成员交换对员工个体知识吸收能力与员工创造力的关系具有显著的正向调节作用,但对员工个体知识吸收能力与员工创新绩效之间的关系调节效应不显著。本研究丰富了提升员工创新绩效的动力因素,对创新管理、人力资源管理实践具有一定的启示意义。 This paper regarded the individual knowledge absorption capacity as the fundamental motivation of employee innovation, and built a research model to empirically examine the relationship between individual knowledge absorptive capacity and employee innovation performance. Using a sample of 348 technicians in 75 R＆D teams to test the research model, the results indicated that： （1） individual knowledge absorptive positively relates to employee innovation performance, （2） employee creativity mediates the relationship between individual knowledge absorptive capacity and employee innovation performance; （3） team-member exchange positively moderates the relationship between individual knowledge absorptive capacity and employee creativity, but the effect of team-member exchange between individual knowledge absorptive capacity and employee innovation performance is not significant. This study enriched the dynamic factors of the employee innovation performance, and had great significance to innovation management and human resource management practice.

关 键 词： 个体知识吸收能力 员工创造力 员工创新绩效 团队 成员交换

领　　域： [经济管理—世界经济]