CAJ | 학술논문

本研究通过问卷调查我国企业73个工作团队的主管及其355个下属,从个体自我表征理论和情境力量理论相整合的视角,构建了一个多层次被调节的中介模型,以探讨员工的工作幸福感与创新绩效的关系。实证结果表明,组织自尊在工作幸福感和创新绩效之间起中介作用,但内部人身份感知在工作幸福感和创新绩效之间没有起中介作用;交易型领导对员工的组织自尊与创新绩效关系以及对员工的工作幸福感通过组织自尊影响创新绩效的间接效应均具有跨层次的负向调节作用,但它对员工的内部人身份感知与创新绩效关系,以及对员工的工作幸福感通过内部人身份感知影响创新绩效的间接效应均没有显著的跨层次调节作用。这些结论对于我国企业提升员工创新绩效的管理实践具有重要启示。
본연구통과문권조사아국기업73개공작단대적주관급기355개하속,종개체자아표정이론화정경역량이론상정합적시각,구건료일개다층차피조절적중개모형,이탐토원공적공작행복감여창신적효적관계。실증결과표명,조직자존재공작행복감화창신적효지간기중개작용,단내부인신빈감지재공작행복감화창신적효지간몰유기중개작용;교역형령도대원공적조직자존여창신적효관계이급대원공적공작행복감통과조직자존영향창신적효적간접효응균구유과층차적부향조절작용,단타대원공적내부인신빈감지여창신적효관계,이급대원공적공작행복감통과내부인신빈감지영향창신적효적간접효응균몰유현저적과층차조절작용。저사결론대우아국기업제승원공창신적효적관리실천구유중요계시。
Employee innovative job performance has become one of the most important factors that inf luences enterprise＇s competitive advantage and sustainable development. Therefore, the relevant issues of how to improve employee innovative job performance have been attached much importance to by scholars and practitioners in recent years. The relationship between occupational well-being and employee innovative job performance is one of the hot topics among these issues. Contemporar y researches on this topic have been done mainly in western cultural context and they didn＇t reach clear consensus. Due to significant differences between eastern cultural context and the western one, the specific mechanism on this topic in China＇s context has been called in question but it has not been paid enough attention to by researchers. In order to explore it further, this article tries to build a multilevel moderated mediation model in order to analyze the relationship between occupational well-being and employee innovative job performance by integrating individual self-representation theory and situational strength theory in China＇s context. Drawing on the above two theories, we hypothesized the mediating role of organizational-based self-concept and the moderating effect of transactional leadership between occupational well-being and innovative job performance. The empirical test of data from 73 work teams with 355 subordinates and their supervisors in multiple enterprises in China partly supported our hypotheses. It shows that organization-based self-esteem mediated the relationship between occupational well-being and employee innovative job performance. It also indicates that transactional leadership negatively moderated the relationship between organization-based self-esteem and innovative job performance, and this type of leadership also negatively moderates the indirect effect of occupational well-being on innovative job performance through organization-based self-esteem. However, perceived insider status shows no signs of mediating the relationship between occupational well-being and employee innovative job performance. Transactional leadership does not moderate the relationship between perceived insider status and innovative job performance, and it has not effect in moderating the indirect effect of occupational well-being on innovative job performance mediated by perceived insider status either. These results inform the practical circles that cultivating employee＇s occupational well-being, strengthening his or her organization-based self-esteem, and restraining leader＇s transactional leadership style in organizations should be effective ways of enhancing employee innovative job performance.