企业结构赋能影响团队创新行为：一个有调节的中介模型

Enterprise structure empowerment affects team innovation behavior: a regulated intermediary model

摘要:

结构赋能作为企业赋能的重要手段，一旦落地就会形成一种常态化机制，持续有效地影响团队的创新行为。鉴于目前企业赋能中有关团队心理赋能与组织赋能的研究鲜少，从结构赋能理论出发，结合三元交互决定理论，引入团队心理赋能和知识共享分别作为中介和调节变量构建结构方程模型，采用Amos和SPSS等工具进行数据分析和假设检验。结果表明：结构赋能及其4个要素（信息、资源、支持和机会）均对团队创新行为有显著的正效应；团队心理赋能在结构赋能及其4个要素与团队创新行为之间起部分中介作用；知识共享反向调节结构赋能与团队创新行为之间的关系。基于研究结果，提出管理者要重视结构赋能效应，通过关注员工心理状态、营造知识共享氛围等引导团队创新。

Abstract:

As one of the important means of enterprise empowerment, structural empowerment will form a normalization mechanism once it is implemented, which will continuously and effectively affect the innovation behavior of the team. Seeing that there are few studies on team psychology and organizational empowerment in the current research on enterprise empowerment, starting from structural empowerment theory, and combined with triadic reciprocal determinism theory, this paper introduces team psychological empowerment and knowledge sharing as mediating and regulating variables respectively to build a structural equation model, and uses Amos, SPSS and other tools to analyze data and test hypothesis. The results show that structural empowerment and its four elements(information, resources, support, opportunities ) have a significant positive effect on team innovation behavior, team psychological empowerment plays a partial intermediary role between structural empowerment and its four elements and team innovation behavior, knowledge sharing reversely regulates the relationship between structural empowerment and team innovation behavior. Finally, the paper proposes that enterprise managers should pay attention to the structural empowerment effect, and improve team innovation by caring about the psychological state of employees and creating a knowledge sharing atmosphere.