员工心理所有权对员工创新行为的影响研究

发布时间：2018-03-21 21:05

本文选题：防御性心理所有权　切入点：促进性心理所有权　出处：《吉林大学》2017年硕士论文　论文类型：学位论文

【摘要】：近年来,创新成为各企业关注的焦点,成为企业在竞争环境中取得优势地位的关键因素。中国刚刚迎来了“大众创业,万众创新”的新纪元,想在众多企业中脱颖而出,就必须拥有其他企业不可逾越的优势,因此创新的重要性不言而喻。员工作为任务执行者,是企业蓬勃发展的根基,员工的行为直接关系着企业的绩效。对于企业而言,关于组织与团队层面的创新研究已经日趋完善,针对于个体创新行为的研究也逐渐得到关注。心理所有权是一种心理状态,代表着个体感觉自己拥有企业的目标。尽管已有研究证明心理所有权能够影响员工行为,但是大多都集中在沉默行为、组织公民行为上,而忽视了对员工创新行为的研究,本文以积极和消极两个角度,分别探讨促进性心理所有权、防御性心理所有权对员工创新行为的作用机理。组织支持感作为组织情境因素,能够预测员工的积极回报行为(员工创新行为)。因此,组织支持感可能成为“心理所有权—员工创新行为”之关系的预测变量。此外,中西方文化的差异,导致中国情境下的员工创新行为在作用机制方面存在特殊性。“传统性”作为中国传统文化的替代变量,能够预测心理所有权与员工创新行为之间的关系。由此,本文引入中国人传统性和组织支持感作为调节变量,探讨心理所有权对员工创新行为的作用机制。本文以社会交换理论、调节聚焦理论和社会认知理论等理论为立足点,系统梳理了心理所有权、组织支持感、传统性以及员工创新行为的相关研究。明确相关变量关系的基础上,构建出本文的概念模型,并提出相关研究假设。最后,本研究采用问卷调查法对研究假设进行实证检验。得到如下结论:1、促进性心理所有权对员工创新行为具有促进作用。2、防御性心理所有权对员工创新行为具有抑制作用。3、组织支持感正向调节促进性心理所有权和员工创新行为之间的关系。4、组织支持感负向调节防御性心理所有权和员工创新行为之间的关系。5、传统性负向调节促进性心理所有权和员工创新行为之间的关系。6、传统性对防御性心理所有权与员工创新行为之关系的调节作用不显著。其次,本研究对上述6条结论进行了详细分析,并阐述了本研究结论为管理者带来的启示。最后,分析了本研究存在的局限性,并提出了未来的研究方向。
[Abstract]:In recent years, innovation has become the focus of attention of enterprises and a key factor for enterprises to gain an advantage in the competitive environment. China has just ushered in a new era of "mass entrepreneurship, innovation by all" and wants to stand out among many enterprises. Therefore, the importance of innovation is self-evident. Employees, as task executors, are the foundation of the vigorous development of the enterprise, and their behavior is directly related to the performance of the enterprise. The research on innovation at the organizational and team level has become more and more perfect, and the research on individual innovation behavior has been paid more and more attention. Psychological ownership is a kind of psychological state. Although it has been proved that psychological ownership can affect employee behavior, most of them focus on silent behavior, organizational citizenship behavior, and neglect the research on employee innovation behavior. From the positive and negative perspectives, this paper discusses the mechanism of promoting psychological ownership and defensive psychological ownership on employees' innovative behavior. Organizational support is the organizational situational factor. The ability to predict employees' positive reward behavior (employee innovation behavior). Therefore, organizational support may be a predictor of the relationship between "psychological ownership and employee innovation behavior." in addition, the cultural differences between China and the West, As a substitute variable of Chinese traditional culture, it can predict the relationship between psychological ownership and employee innovation behavior. This paper introduces Chinese tradition and sense of organizational support as regulatory variables to explore the mechanism of psychological ownership on employees' innovative behavior. This paper bases on the theory of social exchange, the theory of regulatory focus and the theory of social cognition. This paper systematically combs the related research of psychological ownership, organizational support, tradition and employee innovation behavior. On the basis of clarifying the relationship between relevant variables, the conceptual model of this paper is constructed, and the relevant research hypotheses are put forward. In this study, a questionnaire survey was used to test the hypothesis of the research. The conclusions are as follows: 1, promoting psychological ownership can promote employees' innovative behavior, and defensive psychological ownership can inhibit employees' innovative behavior. Role .3. the relationship between positive regulation of organizational support sense of promoting psychological ownership and employee innovation behavior .4, negative adjustment of organizational support sense of negative regulation between defensive psychological ownership and employee innovation behavior .5. traditional negative regulation. The relationship between promotive psychological ownership and employee innovation behavior. 6. The traditional regulation effect on defensive psychological ownership and employee innovation behavior is not significant. Secondly, the relationship between traditional psychological ownership and employee innovation behavior is not significant. This study makes a detailed analysis of the above six conclusions, and expounds the implications for managers. Finally, the limitations of this study are analyzed, and the future research directions are proposed.
【学位授予单位】：吉林大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

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