人—工作匹配、辱虐管理对创新行为的影响——基本心理需求的中介作用

发布时间：2018-06-12 04:36

  本文选题：人—工作匹配 + 辱虐管理　； 参考：《软科学》2016年04期

【摘要】：基于基本心理需求理论,探讨人—工作匹配、辱虐管理对员工创新行为的影响机制。通过471份对上下级匹配调查问题为数据的实证分析,发现人—工作匹配正向影响员工创新行为,主管辱虐管理负向影响创新行为;人—工作匹配通过能力需求间接对创新行为产生显著正向影响,辱虐管理通过自主需求、关系需求和能力需求间接对创新行为产生显著负向影响;辱虐管理分别弱化了人—工作匹配与关系需求、能力需求之间的正向关系。
[Abstract]:Based on the basic theory of psychological needs, this paper discusses the influence mechanism of human-job matching and abusive management on employees' innovative behavior. Through the empirical analysis of 471 cases of superior and subordinate matching, it is found that person-work matching positively affects employee innovation behavior, while supervisor abuse management negatively affects innovation behavior. Human-job matching has a significant positive impact on innovation behavior indirectly through ability demand, while abusive management has a significant negative impact on innovation behavior through independent demand, relationship demand and ability demand. Abusive management weakens the positive relationship between human-job matching, relationship needs and ability needs.
【作者单位】： 天津理工大学管理学院;
【基金】：国家自然科学基金项目(71372095) 教育部人文社会科学研究项目(13YJA630137) 天津市科技发展战略研究项目(15ZLZLZF00720)
【分类号】：F272.92
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本文编号：2008385