授权与赋能：包容性人力资源管理实践对越轨创新的影响机制研究

摘要/Abstract

摘要： 越轨创新作为自主创新不可或缺的一部分，对发展新质生产力具有重要的推动作用。既有研究探究了越轨创新在组织层面、领导层面、工作层面、个体层面的前因，但聚焦特定人力资源管理实践对越轨创新影响的研究相对匮乏。为突破这一局限，本研究基于工作能量整合模型，从授权(工作自主性)-赋能(工作繁荣感)双路径来解析包容性人力资源管理实践对越轨创新的触发机制，并考察安全支持型领导在其中的边界作用。通过179家中小型企业1095名员工三阶段配对数据，研究结果表明：①包容性人力资源管理实践显著激发员工越轨创新。②工作自主性和工作繁荣感可同时中介包容性人力资源管理实践和越轨创新之间的正向关系，即包容性人力资源管理实践可通过提升员工工作自主性和工作繁荣感来促进越轨创新。③安全支持型领导对包容性人力资源管理实践→工作繁荣感→越轨创新的间接关系具有正向调节作用，即安全支持型领导水平越高，包容性人力资源管理实践经由工作繁荣感对员工越轨创新的积极影响越强；而安全支持型领导对包容性人力资源管理实践→工作自主性→越轨创新的间接关系的调节效应不显著。本研究从能量激活视角，丰富了越轨创新在管理实践层面的前因研究，拓展了包容性人力资源管理实践的后效研究，深化了人力资源管理系统与领导力的交互效应研究。为企业推行包容管理策略以激发员工越轨创新提供了理论启示。

关键词: 包容性人力资源管理实践, 越轨创新, 工作自主性, 工作繁荣感, 安全支持型领导

Abstract: As an indispensable component of independent innovation, bootlegging plays a vital role in driving the development of new quality productivity. While existing research has examined the antecedents of bootlegging from organizational, leadership, job-related, and individual perspectives, theoretical explorations focusing on specific human resource management (HRM) practices remain limited. To address this gap, drawing on the integrated model of human energy, this study investigates how inclusive HRM practices trigger bootlegging behavior by activating employees’ energy. Specifically, it explores the dual mediating pathways of empowerment (via job autonomy) and enablement (via thriving at work), and further examines the moderating role of leader secure-base support. Using a three-wave survey design, data are collected from 1,095 employees across 179 small and medium-sized enterprises. The findings reveal that: (1) Inclusive HRM practices positively influence bootlegging behavior; (2) This relationship is dually mediated by job autonomy and thriving at work, indicating that inclusive HRM practices foster bootlegging by enhancing both employees’ autonomy and their thriving at work; (3) Leader secure-base support positively moderates the indirect effect of inclusive HRM practices on bootlegging via thriving at work-meaning that when such support is high, the positive impact is amplified. However, its moderating role in the path through job autonomy is not significant. From the perspective of energy activation, this study identifies organizational-level antecedents of bootlegging, enriches the outcome literature of inclusive HRM practices, and deepens our understanding of the dynamic interplay between HRM systems and leadership. These findings offer theoretical insights for organizations seeking to foster inclusive management strategies to stimulate bootlegging among employees.

Key words: inclusive human resource management practices, bootlegging, job autonomy, thriving at work, leader secure-base support

曾颢, 瞿皎姣, 赵曙明. 授权与赋能：包容性人力资源管理实践对越轨创新的影响机制研究[J]. 管理评论, 2025, 37(12): 171-182.

Zeng Hao, Qu Jiaojiao, Zhao Shuming. Empowering and Enabling: Examining the Influence of Inclusive Human Resource Management Practices on Bootlegging[J]. Management Review, 2025, 37(12): 171-182.

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