作　　者： ;

机构地区： 东北财经大学工商管理学院

出　　处： 《经济与管理研究》 2020年第1期78-90,共13页

摘　　要： 组织退耦现象广泛存在于组织实践中,并被认为是组织应对制度环境压力的有效防御策略,但组织退耦对员工创新行为究竟会产生何种影响尚未被深入探讨。本文以薪酬制度退耦为例,探讨薪酬制度退耦与员工创新行为的关系,并检验员工心理契约对二者关系的跨层次调节作用。通过对12家中国企业的342份有效问卷的分析发现,薪酬制度对外退耦对员工创新行为有显著正向影响;组织薪酬制度的对内退耦显著负向影响员工创新行为;心理契约在薪酬制度对外退耦和员工创新行为的关系中未起到调节作用,但在对内退耦对员工创新行为的影响中起到负向调节作用。本文将拓展组织退耦理论的研究层次和范围,对解释组织退耦情境下的员工创新行为具有实践价值。 Organizational decoupling exists widely in organizational practice and is considered as an effective defensive strategy for enterprises to cope with the pressure of institutional environment,but how the effect of organizational decoupling on individual behavior of employees has not been discussed in depth.Taking the compensation system as an example,this paper introduces the psychological contract variable,and probes into its cross-level adjustment effect on the relationship between the decoupling of the compensation system and the innovative behavior of employees.Through the analysis of 342 effective questionnaires of 12 enterprises in China,it is found that the external decoupling of the compensation system has a significant positive effect on the innovative behavior of employees,while the internal decoupling shows a significant negative impact;and the psychological contract fails to regulate the relationship between external decoupling and employees innovation behavior,however,it plays a negative role in the relationship between internal decoupling and employees innovation behavior.This study expands the research level of the organizational decoupling theory,and has practical value to explain the individual innovation behavior of employees under the decoupling situation.

关 键 词： 组织退耦 薪酬制度 员工创新行为 心理契约 跨层次研究

领　　域： [经济管理—企业管理] [经济管理—国民经济]