CAJ | 학술논문

员工创新成为组织变革与创新的重要推动力。组织认同已经被证明是员工态度和行为的重要解释变量，但其对个体创新行为的作用机制仍是管理理论与实践中亟待解决的问题。我们基于组织认同理论和创新行为理论，提出一个解释二者关系的整合性的理论框架，并在此框架下分析了组织认同影响组织内员工创新行为的三条路径，以深化在外部激烈竞争环境下对组织内，创新策略的认知。
원공창신성위조직변혁여창신적중요추동력。조직인동이경피증명시원공태도화행위적중요해석변량，단기대개체창신행위적작용궤제잉시관리이론여실천중극대해결적문제。아문기우조직인동이론화창신행위이론，제출일개해석이자관계적정합성적이론광가，병재차광가하분석료조직인동영향조직내원공창신행위적삼조로경，이심화재외부격렬경쟁배경하대조직내，창신책략적인지。
Employee innovation becomes the important impetus of organizational reform and innovation. The organizational identification has been proved to be the crucial explanatory variable of employee attitude and behavior. However, the effect of organizational identification on individ~ innovative behavior was still an urgent unsolved issue in the management theory and practice. Basing on the organizational identity theory and innovation behavior theory, we proposed an integrated theoretical framework on explaining the relationship between organizational identification and employee innovation. We also analyzed the three means by which the employee innovative behavior can be affected. All these can deepen our perception on organizational in- novative strategy in the fierce competition outside.