本文基于可雇佣能力的视角，依据计划行为理论，提出在可雇佣能力的各维度中融入创新要素的内容，推导员工创新行为产生的机理，并将创新行为的影响因素归纳为内在因素及外在因素，内在因素与员工的可雇佣能力密切相关，外在因素与组织创新氛围紧密关联，在此基础上提出企业引导员工创新的策略。本文开辟了员工创新行为形成机制研究的新视角，为组织实施创新激励政策提供新的思路，也为组织识别、开发、培养员工的创新潜质提供对策建议。

Based on employability perspective and Planned Behavior theory, this paper integrated innovation elements into employability dimensions, deduced the formation mechanism of employee innovative behavior, summarized the influencing factors of innovation behavior into internal factors and external factors, which are closely related to the employability and the organizational innovation atmosphere, and put forward the strategy to guide employee innovation.This paper opens up a new perspective of innovative research, provides new ideas for organizations to encourage employees ' innovative behavior, and provides countermeasures and suggestions for organizations to identify, develop and employ innovative potential of employees.

C939

国家自然科学基金地区项目“新生代员工可雇佣能力对离职倾向的影响机理及组织干预策略研究”(71862007)。