资质过剩员工主动性—被动性创新行为双路径研究

doi:10.6049/kjjbydc.2022010232

科技进步与对策

2022, Vol. 39

Issue (15): 140-149 DOI: 10.6049/kjjbydc.2022010232

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资质过剩员工主动性—被动性创新行为双路径研究

叶伟娇,赵慧军,宋潇潇

（首都经济贸易大学工商管理学院，北京 100070）

A Dual-Path Research on the Proactive-reactive Innovation Behavior of Overqualified Employees

Ye Weijiao,Zhao Huijun,Song Xiaoxiao

(School of Business Administration, Capital University of Economics and Business，Beijing 100070，China)

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摘要激发资质过剩员工的创新行为能够帮助企业与资质过剩员工实现双赢。但是，如何激发资质过剩员工的主动性—被动性创新行为仍有待探讨。基于自我验证理论和社会交换理论，构建员工资质过剩感与主动性—被动性创新行为双路径整合模型，并探索权变奖励领导行为的调节作用。利用438份员工样本数据进行实证分析，结果表明：资质过剩感正向影响主动性创新行为和被动性创新行为；创新自我效能感作为中介变量一定程度上解释了资质过剩感与主动性创新行为间关系；组织压力作为中介变量一定程度上解释了资质过剩感与被动性创新行为间关系；在高权变奖励领导行为情境下，资质过剩感与创新自我效能感和组织压力之间的正向关系均得到加强；在高权变奖励领导行为情境下，资质过剩感通过创新自我效能感对主动性创新行为的间接作用得到加强；在高权变奖励领导行为情境下，资质过剩感通过组织压力对被动性创新行为的间接作用得到加强。

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	叶伟娇
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关键词 ：资质过剩感, 权变奖励领导行为, 创新自我效能感, 组织压力

收稿日期: 2022-01-10 修回日期: 2022-03-11

ZTFLH:

F272.92

基金资助:国家自然科学基金项目(71672118)；北京市社会科学基金重点项目(18GLA003)

作者简介: 叶伟娇（1993—），女，福建泉州人，首都经济贸易大学工商管理学院博士研究生，研究方向为组织行为与人力资源管理；赵慧军（1964—），女，黑龙江哈尔滨人，博士，首都经济贸易大学工商管理学院教授、博士生导师，研究方向为组织行为与人力资源管理；宋潇潇（1995—），女，山东威海人，首都经济贸易大学工商管理学院博士研究生，研究方向为组织行为与人力资源管理。本文通讯作者：赵慧军。

引用本文:

叶伟娇,赵慧军,宋潇潇. 资质过剩员工主动性—被动性创新行为双路径研究[J]. 科技进步与对策, 2022, 39(15): 140-149.
Ye Weijiao,Zhao Huijun,Song Xiaoxiao. A Dual-Path Research on the Proactive-reactive Innovation Behavior of Overqualified Employees. SCIENCE & TECHNOLOGY PROGRESS AND POLICY, 2022, 39(15): 140-149.

链接本文:

http://www.kjjb.org/CN/10.6049/kjjbydc.2022010232 或 http://www.kjjb.org/CN/Y2022/V39/I15/140

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