包容感知对创新行为的影响研究

Impact Mechanism of Inclusive Perception on Employees’ Innovative Behavior

摘要:

资源保存理论对包容感知与创新行为之间关系更具解释力。基于此，在资源保存理论下，从兼顾满足员工归属感与独特性需求的包容视角出发，探讨包容感知对员工创新行为的影响机制，通过对从事信息传输、软件和信息技术服务行业的228位员工进行问卷调查，采集有效数据并进行实证分析；同时运用Bootstrap法检验考察创新自我效能感的中介作用与创造型领导的调节作用。结果表明：包容感知积极影响创新行为；创新自我效能感在包容感知和创新行为之间发挥中介作用；创造型领导正向调节包容感知对创新自我效能感的正向影响，同时使创新自我效能感在包容感知与创新行为之间的中介作用增强。据此，企业在管理实践中应该重视员工在团队中的包容体验并且强调创造型的领导风格，提升员工的创新自我效能感，激励员工进行创新。

Abstract:

Resource conservation theory provides a framework for elucidating the connection between perceived inclusion and innovative behavior. Building upon this theoretical foundation, this paper delves into the influence mechanism of perceived inclusion on employees’ innovative behavior, specifically focusing on the inclusiveness that caters to employees’ needs for both belonging and uniqueness. To achieve this, a questionnaire survey was conducted among 228 employees in the information transmission, software, and information technology service industries, and valid data are acquired for empirical analysis. Furthermore, the Bootstrap method was employed to rigorously assess the mediating role of creative self-efficacy and the moderating effect of creative leadership. The results show that: perceived inclusion has a positive impact on innovative behavior; innovative self-efficacy plays a mediating role between perceived inclusion and innovative behavior; creative leadership positively moderates the positive impact of perceived inclusion on innovative self-efficacy, while also enhancing the mediating role of innovative self-efficacy in the relationship between inclusion perception and innovative behavior. Based on this, enterprises should prioritize employees' experiences of inclusion within teams and emphasize a creative leadership style in their management practices, so as to enhance employees' innovative self-efficacy and motivate them to engage in innovation.