组织创新支持感与员工创新行为：多重认同的中介作用

Perceived Organizational Support for Creativity and Employees’ Innovation Behavior: the Mediating Effect of Multiple Identifications

摘要:

该研究尝试将社会认同理论应用于组织创造力研究领域,将组织情景中与工作密切相关的3种身份认同(组织认同、领导认同、职业认同)同时引入到组织创新支持感与员工创新行为关系分析框架内。通过对高新技术企业472名员工的问卷调查,实证检验了组织认同、领导认同和职业认同在组织创新支持感与员工创新行为之间的中介作用。数据分析结果显示：组织创新支持感促进了员工创新行为；三种认同在组织创新支持感与员工创新行为之间的中介作用都通过了检验,并且组织创新支持感完全通过这三种认同的中介作用,间接影响员工创新行为；其中职业认同的中介效应最强。

Abstract:

This study focused on organizational creativity research through social identity view. We used three kinds of identity-including organizational identification, supervisor identification, professional identification-which closely related with the work to explain the relationship between perceived organizational support for creativity and innovation behavior. We theorized that organizational identification, supervisor identification, professional identification would mediate that relationship. In a sample of 472 employees from high-tech enterprises, we tested the hypothesis. The results showed that: Perceived organizational support for creativity promoted employees’ innovative behavior; multiple identity mediated the relationship between perceived organizational support for creativity and innovation behavior, namely Perceived organizational support for creativity indirectly effected on innovation behavior through the full mediation role of multiple identity.