金融业员工创新行为与组织认同关系研究——基于上海某大型金融企业的调研

发布时间：2018-03-18 23:38

本文选题：金融业　切入点：组织认同　出处：《上海经济研究》2017年10期 　论文类型：期刊论文

【摘要】：提升金融业服务创新能力,可推动金融业服务实体经济,促进金融业健康发展。金融业服务特性决定了员工在金融业创新过程中的作用更为重要。该文基于上海某大型金融企业235份有效问卷及7位员工的深度访谈,运用STATA软件采用Ordered logistic方法,实证分析了金融业员工创新行为与组织认同关系。研究发现,金融业员工创新行为的影响因素依次为性别、行业认同感、岗位认同感和专业知识学习,企业认同感、年龄、教育、职务及家人支持程度与员工创新行为没有显著关系。该文还发现,金融业员工性别差异仅是组织认同与心理资本的有限中介变量,行业认同、企业认同和岗位认同两两相关性显著。其中,行业认同与企业认同高度相关,表明金融业员工对组织的认同,不仅是对企业的认同,还缘于对行业的认同。该文建议,金融企业及相关部门应高度重视金融业女性员工创新能力,积极引导员工把行业认同感转变为企业认同感,并充分发挥主管在提升员工组织认同感过程中的作用。
[Abstract]:Enhancing the financial services innovation capability can promote the financial services real economy, Promoting the healthy development of financial industry. The characteristics of financial services determine the role of employees in the process of financial innovation. Based on 235 valid questionnaires of a large financial enterprise in Shanghai and in-depth interviews with 7 employees, Using the Ordered logistic method of STATA software, this paper empirically analyzes the relationship between innovation behavior and organizational identity of employees in financial industry. The research finds that the influencing factors of innovation behavior of financial industry employees are gender, industry identity, etc. There was no significant correlation between job identity and professional knowledge learning, corporate identity, age, education, job and family support. The gender difference of financial industry employees is only a limited intermediary variable between organizational identity and psychological capital. There is a significant correlation between industry identity, enterprise identity and post identity, among which, industry identity is highly correlated with corporate identity. This paper suggests that financial enterprises and related departments should attach great importance to the innovation ability of women employees in financial industry. Actively guide employees to transform industry identity into enterprise identity, and give full play to the role of supervisors in the process of promoting employee organizational identity.
【作者单位】：上海社会科学院经济研究所;
【分类号】：F272.92;F832

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