基于差错沟通视角的雇员敌意与员工创新行为:一个有中介的调节效应模型

发布时间：2019-06-13 14:41

【摘要】：在经济发展"新常态"下,组织必须通过不断创新来获得和保持竞争优势。本文通过建立雇员敌意、差错沟通、情绪管理和员工创新行为的模型来进行实证研究。研究发现:雇员敌意对员工创新行为有显著的负向影响;差错沟通在雇员敌意对员工创新行为的影响过程起着中介作用;情绪管理正向调节雇员敌意与员工创新行为的负向关系,情绪管理通过抑制雇员敌意对差错沟通的负向效应进而弱化雇员敌意对员工创新行为的负向效应。因此,为促进员工创新行为,企业应重视增强员工的自我情绪管理能力、加强引导,并积极营造正向的差错管理氛围。
[Abstract]:In that "new normal" of economic development, the organization must obtain and maintain the competitive advantage through continuous innovation. This paper studies the model of employee's hostility, error communication, emotion management and employee's innovation behavior. The research shows that the hostility of the employee has a significant negative effect on the employee's innovative behavior; the error communication plays an intermediary role in the process of the employee's hostility to the employee's innovative behavior; the emotional management is positively regulating the negative relationship between the employee's hostility and the employee's innovative behavior, The negative effect of the employee's hostility to the employee's innovation behavior is to reduce the negative effect of the employee's hostility to the error communication. Therefore, in order to promote the employee's innovative behavior, the enterprise should pay more attention to enhancing the self-emotion management ability of the staff, strengthen the guidance, and actively create a positive error management atmosphere.
【作者单位】：安徽大学商学院党委;安徽大学商学院;
【基金】：国家自然科学基金项目“差错管理氛围对创新行为的跨层次影响:基于创新型企业及其研发人员的实证研究”(项目编号:71372183) 安徽省高等教育振兴计划人才项目“安徽省学术技术带头人培养计划”(项目编号:05201350) 安徽省高等学校省级质量工程项目“名师工作室”(项目编号:2014msgzs129)
【分类号】：F272.92

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