员工幸福感、工作应激与创新行为：感知组织支持的调节作用

doi:10.6049/kjjbydc.2019050293

科技进步与对策

2020, Vol. 37

Issue (7): 145-151 DOI: 10.6049/kjjbydc.2019050293

人才与教育

本期目录 | 过刊浏览 | 高级检索

员工幸福感、工作应激与创新行为：感知组织支持的调节作用

刘林^1,2,梅强¹,吴金南³

（1.江苏大学管理学院，江苏镇江 212013；2.安徽工业大学管理科学与工程学院；3.安徽工业大学商学院，安徽马鞍山 243032）

Employee Well-being, Job Stress and Innovation Behavior:Moderating Role of Perceived Organizational Support

Liu Lin^1,2,Mei Qiang¹,Wu Jinnan³

（1.School of Management, Jiangsu University, Zhenjiang 212013, China;2.School of Management Science and Engineering, Anhui University of Technology;3.School of Business,Anhui University of Technology, Ma’anshan 243032, China）

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摘要结合资源保存理论、积极情绪扩展构建理论和社会交换理论，以工作应激为中介变量、感知组织支持为调节变量，构建员工幸福感影响创新行为的理论模型，使用层次回归分析和Bootstrap技术对249份IT企业员工样本数据进行实证检验。结果发现：员工幸福感对创新行为有显著正向影响；员工幸福感显著负向影响工作应激，同时,工作应激对员工创新行为产生显著负向影响，并且在员工幸福感与创新行为关系间起部分中介作用；员工感知组织支持可以减弱工作应激对创新行为的负向影响，对工作应激的中介效应具有调节作用。

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	刘林
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关键词 ：员工幸福感, 工作应激, 感知组织支持, 创新行为, 积极情绪扩展构建理论

收稿日期: 2019-08-13

ZTFLH:

C936

基金资助:教育部人文社会科学青年基金项目（18YJCZH102）;安徽省高校人文社会科学研究重大项目（SK2019ZD07）

作者简介: 刘林（1983—），女，安徽池州人，江苏大学管理学院博士研究生，安徽工业大学管理科学与工程学院讲师，研究方向为中小企业创新与安全管理；梅强（1961—），男，江苏镇江人，博士，江苏大学副校长，管理学院教授、博士生导师，研究方向为中小企业创新、创业管理和安全管理；吴金南（1981—），男，安徽安庆人，博士，安徽工业大学商学院教授、博士生导师，研究方向为员工创新和人力资源管理。

引用本文:

刘林,梅强,吴金南. 员工幸福感、工作应激与创新行为：感知组织支持的调节作用[J]. 科技进步与对策, 2020, 37(7): 145-151.
Liu Lin,Mei Qiang,Wu Jinnan. Employee Well-being, Job Stress and Innovation Behavior:Moderating Role of Perceived Organizational Support. SCIENCE & TECHNOLOGY PROGRESS AND POLICY, 2020, 37(7): 145-151.

链接本文:

http://www.kjjb.org/CN/10.6049/kjjbydc.2019050293 或 http://www.kjjb.org/CN/Y2020/V37/I7/145

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