资质过剩感对员工越轨创新行为的影响——基于组织投入的调节作用
The Impact of Overqualification on Employees'Deviant Innovation Behavior:The Moderating Role of Organizational Investment
吴磊 1戴文琪 2吴昊泽 3刘燕 1夏焕1
作者信息
- 1. 绍兴文理学院 商学院,浙江 绍兴 312000
- 2. 绍兴文理学院 商学院,浙江 绍兴 312000;天健会计师事务所[特殊普通合伙],浙江 杭州 310020
- 3. 温州肯恩大学 人文学院,浙江 温州 325060
- 折叠
摘要
基于社会认知理论和自我调节理论,本研究探讨了资质过剩感对员工越轨创新行为的影响效应,以及创新自我效能感的中介作用和组织投入及其各维度的调节作用.通过对 436 份员工调查分析表明,资质过剩感对员工越轨创新行为有正向影响;创新自我效能感在资质过剩感促进员工越轨创新行为的过程中起部分中介作用;组织投入(物质性投入、发展性投入)不仅在资质过剩感影响员工越轨创新行为过程中起正向调节作用,还正向调节创新自我效能感在资质过剩感与员工越轨创新行为间的中介作用.因此,组织应当提供员工与其资质相匹配的工作任务,实现人岗匹配;完善企业的创新制度,提高组织投入,激发员工的创新自我效能感.
Abstract
Based on social cognitive and self-regulation theories,this study investigates the impact of over-qualification on employees'deviant innovation behavior,the mediating role of innovation self-efficacy,and the moderating effects of organizational investment and its dimensions.Analyzing 436 employee surveys revealed that overqualification positively affects deviant innovation behavior,with innovation self-efficacy partially mediating this effect.Organizational investment(material and developmental)not only positively moderates the relationship between overqualification and deviant innovation behavior but also enhances the mediating effect of innovation self-efficacy in this relationship.Organizations should match employees'qualifications with their tasks,improve innovation policies,and increase organizational investment to boost employees'innovation self-efficacy.
关键词
资质过剩感/创新自我效能感/组织投入/员工越轨创新行为Key words
overqualification/innovation self-efficacy/organizational investment/deviant innovation be-havior引用本文复制引用
出版年
2024
NETL
NSTL
万方数据