| 组织自尊对知识型员工创新行为的影响机制 ——传统上下级关系与工作投入视角 |
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| 引用本文： | 邓玉林,王家爱,刘航.组织自尊对知识型员工创新行为的影响机制 ——传统上下级关系与工作投入视角[J].科技管理研究,2023(18):169-177. |
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| 作者姓名： | 邓玉林 王家爱 刘航 |
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| 作者单位： | 河海大学商学院 |
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| 基金项目： | 国家社会科学基金项目“‘中国智造’背景下工匠精神的发展及其对创新的影响机制研究”（17BGL093）； |
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| 摘 要： | 针对鲜有研究将组织自尊视为知识型员工的一种个体特征资源并探讨该特征在传统上下级关系情境下对创新行为的作用机制，根据组织自尊概念捕捉知识型员工渴望尊重、追求自我价值等个性特征，基于资源保存理论，将知识型员工的组织自尊与工作投入视为个体资源、集体主义视角下的传统上下级关系视为条件资源，通过对325份两阶段问卷调查数据进行分析，探讨传统上下级关系情境下组织自尊对知识型员工创新行为的影响机制。结果表明：组织自尊显著正向影响知识型员工创新行为，且工作投入能够中介组织自尊对创新行为的积极影响；传统上下级关系正向调节组织自尊与工作投入之间的关系，且高质量上下级关系增强了中介效应，这意味着传统上下级关系有利于知识型员工更好地将其个体资源作用于创新过程，进而催生创新行为。为此，管理者应在工作设计、积极反馈和奖励等方面采取措施，提升知识型员工的组织自尊感，并塑造良好的上下级关系，促使知识型员工积极主动创新。
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| 关 键 词： | 知识型员工 组织自尊 工作投入 上下级关系 创新行为 |
| 收稿时间： | 2023/3/10 0:00:00 |
| 修稿时间： | 2023/10/23 0:00:00 |
Influence Mechanism of Organization-based Self-Esteem on Innovative Behavior of Knowledge Employees: Perspective of Traditional Superior-subordinate Guanxi and Work Engagement |
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| Abstract: | In response to the fact that few studies have considered organization-based self-esteem as an individual characteristic resource of knowledge employees and explored the mechanism of this characteristic on innovation behavior in the context of traditional superior-subordinate guanxi, based on the concept of organization-based self-esteem to capture the personality characteristics of knowledge employees such as desire for respect and pursuit of self-worth, and based on the theory of resource preservation, this paper considers the organization-based self-esteem and work engagement of knowledge employees as an individual resource and the traditional superior-subordinate guanxi as a conditional resource in the collectivist perspective. Based on the resource preservation theory, organization-based self-esteem and work engagement of knowledge employees are regarded as individual resources, and the traditional superior-subordinate guanxi in the collectivist perspective is regarded as conditional resources, and the mechanism of organization-based self-esteem''s influence on knowledge employees'' innovative behaviors in the context of traditional superior-subordinate guanxi is explored through the analysis of the data of 325 two-stage questionnaires. The results show that: organization-based self-esteem significantly and positively affects the innovative behavior of knowledge employees, and work engagement can mediate the positive effect of organization-based self-esteem on innovative behavior; traditional subordinate-subordinate guanxi positively regulates the relationship between organization-based self-esteem and work engagement, and high-quality subordinate-subordinate guanxi enhances the mediating effect, which means that traditional subordinate-subordinate guanxi is conducive to the knowledge employees to better utilize their individual resources in the innovation process, which will in turn. This means that traditional supervisor-subordinate guanxi is conducive for knowledge employees to better utilize their individual resources in the innovation process, which in turn generates innovative behavior. Therefore, managers should take measures in job design, positive feedback, and rewards to enhance the organization-based self-esteem of knowledge employees, and shape good superior-subordinate guanxi to motivate them to innovate proactively. |
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| Keywords: | knowledge employees organization-based self-esteem work engagement supervisor-subordinate guanxi innovative behavior |
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