), 邹希, 舒心 武汉大学经济与管理学院, 武汉 430072
收稿日期:2018-12-14出版日期:2019-07-15发布日期:2019-05-22通讯作者:刘艳E-mail:leannaliu@whu.edu.cn基金资助:* 国家自然科学基金项目(71872135);教育部人文社会科学研究一般项目资助(17YJA630062)The process whereby organizational identification promotes and prohibits employees’ innovative behavior
LIU Yan(), ZOU Xi, SHU Xin School of Economics and Management, Wuhan University, Wuhan 430072, China
Received:2018-12-14Online:2019-07-15Published:2019-05-22Contact:LIU Yan E-mail:leannaliu@whu.edu.cn摘要/Abstract
摘要： 企业稳定发展的关键之一是员工对组织的高认同感。员工创新是企业创新发展的基石。然而关于组织认同对创新行为影响的研究发现并不一致。规范冲突模型为深入理解二者之间的关系提供了理论视角。根据此模型, 员工组织认同通过不满现状和遵守现状两个相反的路径对创新行为产生促进和抑制的双重影响; 员工规范冲突感知是引发不满现状和遵守现状产生的重要条件; 领导创新期待与创新支持在组织认同对员工创新行为的促进和抑制过程中起到调节作用。
图/表 3
表1组织认同对员工行为的影响及研究空白
| 促进影响 | 抑制影响 | 研究空白 |
|---|---|---|
| (1)组织公民行为 例如：Dukerich et al., 2002; Lee et al., 2015 (2)建言行为 例如：Chamberlin et al., 2017; Knoll & van Dick, 2013 (3)亲组织不道德行为 例如：Effelsberg et al., 2014 (4)忠诚行为 例如：马力等, 2011 (5)支持变革行为 例如：Fuchs & Edwards, 2012 (6)与同事分享知识 例如：Carmeli et al., 2011; 杜恒波等, 2017 (7)工作敬业度 例如：简浩贤等, 2017 (8)角色内任务表现 例如：Chen et al., 2015; Liden et al., 2014 (9)工作创新与主动负责 例如：Madjar et al., 2011; 陈静, 林凤, 2017; Li et al., 2016 (10)其他边界条件 例如：Lee et al., 2015; Lam et al., 2016; Liu et al., 2011; Li et al., 2016; Hekman et al., 2016 | (1)创新度 例如：Rotondi, 1975 (2)建言行为 例如：Tangirala & Ramanujam, 2008 (3)组织学习 例如：Dukerich et al., 1998 (4)组织承诺 例如：Haslam et al., 2006 (5)组织变革 例如：Bouchikhi & Kimberly, 2003 (6)离职行为 例如：Zhu, Tatachari, & Chattopadhyay, 2017 | (1) ****们在研究组织认同时, 要么只关注其对员工行为的积极影响, 要么只看消极影响, 而极少把正面和负面影响一起研究; (2) 虽然组织认同是影响员工行为的重要因素( |
表1组织认同对员工行为的影响及研究空白
| 促进影响 | 抑制影响 | 研究空白 |
|---|---|---|
| (1)组织公民行为 例如：Dukerich et al., 2002; Lee et al., 2015 (2)建言行为 例如：Chamberlin et al., 2017; Knoll & van Dick, 2013 (3)亲组织不道德行为 例如：Effelsberg et al., 2014 (4)忠诚行为 例如：马力等, 2011 (5)支持变革行为 例如：Fuchs & Edwards, 2012 (6)与同事分享知识 例如：Carmeli et al., 2011; 杜恒波等, 2017 (7)工作敬业度 例如：简浩贤等, 2017 (8)角色内任务表现 例如：Chen et al., 2015; Liden et al., 2014 (9)工作创新与主动负责 例如：Madjar et al., 2011; 陈静, 林凤, 2017; Li et al., 2016 (10)其他边界条件 例如：Lee et al., 2015; Lam et al., 2016; Liu et al., 2011; Li et al., 2016; Hekman et al., 2016 | (1)创新度 例如：Rotondi, 1975 (2)建言行为 例如：Tangirala & Ramanujam, 2008 (3)组织学习 例如：Dukerich et al., 1998 (4)组织承诺 例如：Haslam et al., 2006 (5)组织变革 例如：Bouchikhi & Kimberly, 2003 (6)离职行为 例如：Zhu, Tatachari, & Chattopadhyay, 2017 | (1) ****们在研究组织认同时, 要么只关注其对员工行为的积极影响, 要么只看消极影响, 而极少把正面和负面影响一起研究; (2) 虽然组织认同是影响员工行为的重要因素( |
图1具体研究问题
图1具体研究问题
图2组织认同对员工创新行为促进和抑制的影响路径研究(综合模型)
图2组织认同对员工创新行为促进和抑制的影响路径研究(综合模型)参考文献 82
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