创新是引领发展的第一动力，企业是员工发展的平台，员工是企业创新的关键，二者共生共荣不可分。以社会交换理论为研究基础，探讨员工-组织交换、员工心理授权、研发管理、企业发展战略、组织认同感对科研创新绩效的影响机理，运用SPSS和AMOS对583份调查问卷进行数据分析，研究表明：员工-组织交换、心理授权、企业发展战略对科研创新绩效起到正向的影响作用。研发管理与创新绩效有显著的正相关关系，但与心里授权感呈现负相关关系，甚而会负向影响创新绩效。组织认同感不但正向影响科研创新绩效，而且在员工-组织交换、心理授权、企业发展战略、研发管理与科研创新绩效关系间起到中介和正向调节作用。研究发现有助于指导管理者采取合理措施，有效实施员工组织关系，并积极引导其根据研发活动的复杂性和专业特点探索、实施合乎自身实际的研发管理策略，以提升研发效能。

Innovation is the first driving force for development, the enterprise is the platform for employee development, and employees are the key to enterprise innovation. The two are inseparable from symbiosis and prosperity. Based on the research of social exchange theory, explore the influence mechanism of employee-organization exchange, employee psychological empowerment, R&D management, corporate development strategy, organizational identity on scientific research innovation performance, and use SPSS and AMOS to analyze and research 583 questionnaires. It shows that employee-organization exchange, psychological empowerment, and corporate development strategy have a positive effect on scientific research and innovation performance. There is a significant positive correlation between R&D management and innovation performance, but a negative correlation with the sense of empowerment, and even negatively affects innovation performance. Organizational identity not only positively affects scientific research and innovation performance, but also acts as an intermediary and positive moderator between employee-organization exchanges, psychological empowerment, corporate development strategies, R&D management and scientific research innovation performance. The research findings help guide managers to take reasonable measures to effectively implement employee organizational relationships, and actively guide them to explore and implement R&D management strategies that suit their own reality based on the complexity and professional characteristics of R&D activities to improve R&D efficiency.

国家社会科学基金项目“互联网平台型企业的信息管理主体责任及其法制化研究”（20CFX061)