发展型人力资源管理实践与员工主动创新行为：基于信息加工理论视角

Developmental Human Resource Management Practices and Employees' Active Innovation Behavior： Information Processing Perspective

摘要:

新冠疫情下, 员工主动创新对于企业能否化危为机至关重要。基于信息加工理论视角,探讨发展型人力资源管理实践对员工主动创新行为的影响机制,同时检验了工作敬业度的中介作用以及职业认同的调节作用。通过对23家中小企业773名员工的两阶段调查,结果发现：发展型人力资源管理实践既对员工主动创新行为产生直接影响,也通过工作敬业度对主动创新行为产生间接影响；职业认同不仅正向调节发展型人力资源管理实践与主动创新行为之间的关系,而且正向调节发展型人力资源管理实践通过工作敬业度的中介来影响主动创新行为的这一中介机制。本研究的发现有利于进一步了解主动创新行为的中介机制和边界条件,指导管理者采取恰当措施,以期更好地激发主动创新行为的发生。

Abstract:

During COVID-19, employee" active creative performance is very important for enterprises to turn crisis into opportunity. Based on the perspective of information processing theory, this paper explores the influence mechanism of developmental human resource management practices on employees" active innovation behavior, and examines the mediating role of job engagement and the moderating role of professional identity. Through a two-stage survey of 773 employees in 23 small and medium-sized enterprises, the results show that: the practice of developmental human resource management can have a direct impact on employees" innovative behavior,and D-HRMPs can have an indirect impact on employees" innovation behavior through work engagement；work engagement partly mediates the influence of D-HRMPs on employees" innovation behavior, and this intermediary effect is positively regulated by employees" professional identity. The findings of this study will help to further understand the mediating mechanism and boundary conditions of active innovation, and guide managers to better take appropriate measures to better stimulate the occurrence of active innovation.