员工被妒忌感知对创新绩效的双重作用机制研究

依据工作要求-资源模型和资源保存理论，构建了员工被妒忌感知对创新绩效影响的双重链式中介效应模型;基于双时点收集的302份问卷调查数据，运用Bootstrap等方法进行了模型验证.结果表明，员工被妒忌感知对情感反应有正向影响，员工被妒忌感知通过积极情感正向影响建言行为，通过消极情感正向影响沉默行为，建言行为对创新绩效有正向影响，沉默行为对创新绩效有负向影响，员工被妒忌感知通过积极情感和建言行为的链式中介作用正向影响创新绩效，通过消极情感和沉默行为的链式中介作用负向影响创新绩效.

Research on the Dual Mechanism of Employees ' Perception of Being Envied on Their Innovation Performance

According to the job demands-resources model and the resources conservation theory， the double-chain mediation model of the effect of employees’ perceptions of being envied on innovation performance was explored. Based on 302 questionnaire survey data collected at the dual time points， the model was tested by using the Bootstrap method. The results showed that employees’ perceptions of being envied have a significant positive impact on positive emotion and negative emotion. Employees’ perceptions of being envied have a significant positive impact on voice behavior and silence behavior through positive emotion and negative emotion respectively. Voice behavior has a significant positive impact on innovation performance， while silence behavior has a significant negative effect on innovation performance. Employees’ perceptions of being envied have a significant positive impact on innovation performance through positive emotion and voice behavior， and employees’ perceptions of being envied have a significant negative impact on innovation performance through negative emotion and silence behavior.