力学不倦:组织认同、工作繁荣下的创新绩效

摘要/Abstract

摘要： 员工作为组织创新的承接者，其创新绩效对于组织的生存和发展具有重要意义。外化的管理往往只能作用于短期的创新绩效，而组织所期待的员工积极长期的创新往往需要员工内生的主动性以及知识学习和精神活力的助力。基于社会认同理论，本文研究了员工组织认同对创新绩效的促进作用，关注工作繁荣的中介作用，并引入公仆型领导风格作为调节变量。通过对202对领导与下属四个时间节点所收集的问卷数据进行基于偏最小二乘法的潜变量结构方程的假设验证，结果表明：组织认同通过工作繁荣的部分中介作用促进了创新绩效，其中工作繁荣-学习的中介作用相对工作繁荣-活力更为突出。这一间接影响还受到公仆型领导的调节，当公仆型领导水平高时，组织认同对工作繁荣的积极作用也更强，继而对创新绩效的促进作用也更强，其中工作繁荣-学习作为中介变量相较于工作繁荣-活力受到公仆型领导的调节作用更为突出。研究结论对激发员工主动创新和企业可持续发展具有一定指导意义。

关键词: 组织认同, 工作繁荣-学习, 工作繁荣-活力, 公仆型领导, 创新绩效

Abstract: As the implementation subjects of organizational innovation, the innovation performance of employees has attracted enormous attention in management research and practice. However, external innovation-oriented management often works for short-term innovation performance only. The active and long-term one that organizations expect requires endogenous initiative of employees and the help of knowledge learning and spiritual vitality. Based on the theory of social identification, we study the effect of employee organizational identification on their innovation performance, especially focusing on the mediating role of thriving at work and the moderation role of servant leadership. Using questionnaire survey data including 202 leader-subordinate dyads which are collected in four batches, the hypotheses are tested by the method of structural equation of latent variables based on partial least squares (PLS-SEM). The results show that: organizational identification is significantly and positively related to employee innovation performance through the mediation of thriving at work, in which the mediating role of learning dimension is more prominent than vitality dimension. In addition, servant leadership moderates the indirect effect of organizational identification on innovation performance via thriving at work, that is, the indirect effect is stonger under the condition of higher servant leadership, and the moderation effect of learning dimension is more prominent than vitality dimension. These fingings provide several implications on inspiring initiative of employees and sustainable development.

Key words: organizational identification, thriving at work-learning, thriving at work-vigor, servant leadership, innovation performance

郭晟豪, 胡倩倩. 力学不倦:组织认同、工作繁荣下的创新绩效[J]. 管理评论, 2022, 34(1): 205-217.

Guo Shenghao, Hu Qianqian. Energetic Learning： The Effect of Organizational Identification and Thriving at Work on Innovation Performance[J]. Management Review, 2022, 34(1): 205-217.

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