积极追随特质对员工创新行为的影响——感知的人力资源管理强度与工作嵌入的作用

基于社会认知理论，探讨了积极追随特质对员工创新行为的影响机理，验证了感知的人力资源管理强度的中介作用以及工作嵌入的调节作用.对415份问卷调查的分析结果显示:1)积极追随特质显著正向影响感知的人力资源管理强度;2)感知的人力资源管理强度显著正向影响员工创新行为;3)感知的人力资源管理强度在积极追随特质与员工创新行为的关系中起到部分中介作用;4)工作嵌入在感知的人力资源管理强度与员工创新行为的关系中起到正向调节作用.研究结论为企业指导员工实施自主创新提供了思路.

Impact of Positive Followership Characteristics on Employees’ Innovation Behavior: The Role of Perceived Human Resources Management Strength and Job Embeddedness

Based on social cognitive theory， the influence from positive followership characteristics on employees’ innovation behavior is focused upon， and the mediating effect of perceived human resources management strength and the moderating effect of job embeddedness are verified. Based on the 415 survey data， the conclusions are as follows. Firstly， positive followership characteristics have positive influence on perceived human resources management strength. Secondly， perceived human resources management strength has positive influence on employees’ innovation behavior. Thirdly， perceived human resources management strength partially mediates the relationship between positive followership characteristics and employees’ innovation behavior. Fourthly， job embeddedness plays a positive moderating role between perceived human resources management strength and employees’ innovation behavior. The result provides new ideas for enterprises to guide employee innovation.