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个人-组织匹配对员工创新行为的影响

发表时间:2016-07-31  浏览量:1119  下载量:312
全部作者: 马士斌,王勇,刘帆
作者单位: 南京理工大学经济管理学院
摘 要: 通过对北京、天津、江苏、浙江、上海等多个地区企业的316名员工进行问卷调查,研究个人-组织匹配对员工创新行为的影响,并探讨创新自我效能感在两者关系间的中介作用。研究发现:个人-组织匹配程度越高,创新自我效能感越强,员工便会产生更多的创新行为,同时创新自我效能感在个人-组织匹配与员工创新行为之间具有中介作用。对创新自我效能感在个人-组织匹配与员工创新行为间的中介作用研究,为组织管理者激发员工创新行为提供了一条新思路。
关 键 词: 企业管理;个人-组织匹配;员工创新行为;创新自我效能感;中介作用
Title: Influence of person-organization fit on employee innovative behavior
Author: MA Shibin, WANG Yong, LIU Fan
Organization: School of Economics and Management, Nanjing University of Science and Technology
Abstract: This study surveyed 316 employees in Beijing, Tianjin, Jiangsu, Zhejiang and Shanghai by using questionnaire to obtain the empirical analysis data to study the effects of the person-organization fit on employees’ innovative behavior and the mediator role of innovative self-efficacy between the two. We find that the higher person-organization fit degree is, the stronger innovative self-efficacy is, the more innovative behavior employees will perform and the innovative self-efficacy is the mediator role between person-organization fit and employees’ innovative behavior. Analysis of the mediator role of the innovative self-efficacy between person-organization fit and employees’ innovative behavior can offer a new insight for organization managers to promote employees’ innovative behavior.
Key words: business management; person-organization fit; employee innovative behavior; innovative self-efficacy; transmission mechanism
发表期数: 2016年7月第14期
引用格式: 马士斌,王勇,刘帆. 个人-组织匹配对员工创新行为的影响[J]. 中国科技论文在线精品论文,2016,9(14):1469-1480.
 
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