资质过剩感对知识型员工越轨创新的影响——有调节的中介模型

Effects of Perceived Overqualification on Knowledge-based Employee

摘要:

基于社会认知理论、自我决定理论和结构紧张理论,本研究运用层次回归分析、Bootstrap法,对专利密集型企业357位知识型员工的调研数据,进行实证检验,结果表明：资质过剩感、创新自我效能对越轨创新具有显著正向影响；创新自我效能在资质过剩感与越轨创新之间起部分中介作用；组织创新氛围感知正向调节资质过剩感与创新自我效能之间的关系,同时正向调节创新自我效能在资质过剩感与越轨创新之间的中介作用。研究结论揭示诱发知识型员工越轨创新行为的前提与边界条件,可为专利密集型企业实施创新驱动转型升级提供人力资源管理的辨识与思考。

Abstract:

Based on the social recognition theory, self-determination theory and structural strain theory, using creative self-efficacy as the mediator and organizational creative climate perception as the moderator, exploring the influence mechanism of perceived overqualification on bootlegging of knowledge-based employees and using empirical regression analysis and Bootstrap method to conduct empirical inspection on the survey data of 357 knowledge-based employees in patent-intensive enterprises, the result shows that: Perceived overqualification and creative self-efficacy have a significant positive impact on bootlegging; Creative self-efficacy plays a part of the mediated role between perceived overqualification and bootlegging; Organizational creative climate perception regulates the relationship positively between perceived overqualification and creative self-efficacy, and at the same time regulates the mediated role of innovation self-efficacy positively between perceived overqualification and bootlegging. The conclusions reveal the premise and boundary conditions that induce knowledge-based employees to do bootledgging behaviors, and provide human resources identification and thinking for patent-intensive enterprises to implement innovation-driven transformation and upgrading.