CAJ | 학술논문

为了探究不同组织文化导向影响研发人员创新行为的作用机理,结合现有理论与实践状况的分析,构建了组织文化导向、积极情感与创新行为的中介假设模型,其中员工的积极情感是中介变量。通过对72家我国境内组织的823名研发人员的实证研究发现：市场结果导向本身并不能直接促发人的创新行为,积极情感在其中起到了完全中介的作用;企业奉行创新学习导向,能够促进创新行为的增长,其中员工的积极情感发挥了重要的中介效应。最后,得出了相应的管理启示。
위료탐구불동조직문화도향영향연발인원창신행위적작용궤리,결합현유이론여실천상황적분석,구건료조직문화도향、적겁정감여창신행위적중개가설모형,기중원공적적겁정감시중개변량。통과대72가아국경내조직적823명연발인원적실증연구발현：시장결과도향본신병불능직접촉발인적창신행위,적겁정감재기중기도료완전중개적작용;기업봉행창신학습도향,능구촉진창신행위적증장,기중원공적적겁정감발휘료중요적중개효응。최후,득출료상응적관리계시。
In order to explore the mechanism of different organizational culture orientations acting on the R＆D staff＇s innovative behavior, through analyzing the current theoretical research and practical state, a hypothetical model is constructed reflecting the mediating relationship among the organizational culture orientation, positive affect, and innovative behavior, and in this model the positive affect is as the mediated variable. Through the empirical study on 823 R＆D staff among 72 domestic organizations in China, some results have been found that the marketing outcome orientation itself does not directly provoke a person＇s innovation behavior, and the positive affect plays a fully mediating role in the process of the marketing outcome orientation acting on the innovative behaviors; in the enterprises pursuing innovation and learning orientation behavior, employee＇s innovative behaviors will be promoted and grown, in which the employees＇ positive affect also exert an important mediating effect. Upon these findings, some implications are raised for management＇s attention.