组织支持感、创新自我效能、目标取向与创新行为的关系研究

发布时间：2018-05-05 03:38

本文选题：创新行为 + 组织支持感　；参考：《中国地质大学（北京）》2014年硕士论文

【摘要】：创新是民族进步的灵魂，在国家经济中起主导作用，同时也是各行各业飞速发展的秘密武器，当然国土资源领域也不例外。国土资源中长期人才发展的规划目标是：为国土资源领域和地勘行业的可持续发展建设一支强有力的创新型、复合型、高素质人才队伍，提高人才的职业素质和职业技能，并以创新作为人才队伍建设的核心。本研究探讨国土资源领域专业技术人员创新行为的影响机制，包括创新自我效能以及目标取向在组织支持感与创新行为之间会产生怎样的影响。本研究采用目的抽样的方法对国土资源系统中专业技术人员进行问卷调查，收集数据并进行统计分析，最终得出以下结论： 1.本研究结果表明国土资源专业技术人员创新行为处于中等水平。 2.年龄对创新行为有显著影响。25-35岁年龄段员工的创新行为得分小于36-45岁年龄段员工的创新行为得分；25-35岁年龄段员工的创新行为得分小于46-55岁年龄段员工的创新行为得分，且都在0.05水平上存在显著性差异。 3.学历对创新行为有显著影响。学历程度为本科的员工的创新行为的得分小于博士及以上员工的创新行为的得分；学历程度为硕士的员工的创新行为的得分小于博士及以上员工的创新行为的得分，且都在0.05水平上存在显著性差异。 4.创新自我效能在组织支持感与创新行为之间起部分中介作用，且中介效应占总效应的60.06%。 5.在控制开放性这一人格变量后，，组织支持感与创新行为之间的F检验仍然达到显著水平。因此，组织支持感越高，员工创新行为越高。 6.分层回归分析表明，目标取向在组织支持感与创新行为之间的关系中起调节作用。具体为学习目标取向在关心利益维度与创新行为之间起调节作用；学习目标取向在价值认同维度与创新行为之间起调节作用；证明目标取向只在关心利益维度与创新行为之间起调节作用；回避目标取向在工作支持维度与创新行为之间起调节作用；回避目标取向在关心利益维度与创新行为之间起调节作用；回避目标取向在价值认同维度与创新行为之间起调节作用。
[Abstract]:Innovation is the soul of national progress, plays a leading role in the national economy, and is also a secret weapon for the rapid development of various industries, of course, the field of land and resources is no exception. The planning goal of the long-term talent development of land and resources is to build a powerful team of innovative, complex and high-quality talents for the sustainable development of land and resources fields and geological prospecting industries, and to improve the professional quality and vocational skills of talents. And take innovation as the core of talent construction. This study explores the impact mechanism of innovative behavior of professional and technical personnel in the field of land and resources, including innovation self-efficacy and the impact of goal orientation on organizational support and innovation behavior. This research adopts the method of objective sampling to carry on the questionnaire survey to the specialized technical personnel in the land resources system, collects the data and carries on the statistical analysis, finally draws the following conclusion: 1. The result of this study shows that the innovation behavior of land resources professional and technical personnel is in the medium level. 2. Age has significant influence on innovation behavior. The score of innovation behavior of employees aged 25-35 is lower than that of employees aged 36-45. The score of innovation behavior of employees aged 25-35 is lower than that of employees aged 46-55. There were significant differences at 0.05 level. 3. Educational background has a significant impact on innovation behavior. The score of innovation behavior of employees with degree of education is less than that of employees with doctoral degree or above, and that of employees with master degree of education is less than that of employees with doctoral degree or above. There were significant differences at 0.05 level. 4. Innovation self-efficacy plays an intermediary role between organizational support and innovation behavior, and the intermediary effect accounts for 60.06 of the total effect. 5. After controlling the personality variable of openness, the F test between organizational support and innovative behavior is still significant. Therefore, the higher the sense of organizational support, the higher the innovation behavior of employees. 6. Hierarchical regression analysis shows that goal orientation plays a regulatory role in the relationship between organizational support and innovation behavior. Specifically, learning goal orientation plays a regulatory role between interest dimension and innovation behavior, learning goal orientation regulates value identity dimension and innovation behavior. It is proved that goal orientation only regulates the relationship between interest dimension and innovation behavior, while avoiding goal orientation plays a regulatory role between job support dimension and innovation behavior. Avoidance goal orientation plays a regulatory role between interest dimension and innovation behavior, while avoidance goal orientation regulates value identity dimension and innovation behavior.
【学位授予单位】：中国地质大学（北京）
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：C936

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