人力资源管理强度对员工创造力的影响机制研究——基于能力和意愿的双中介检验

当代财经 ›› 2020, Vol. 0 ›› Issue (12): 75-85.

人力资源管理强度对员工创造力的影响机制研究——基于能力和意愿的双中介检验

赵若男¹, 贾建锋¹, 闫佳祺²

1.东北大学工商管理学院,辽宁沈阳 110169;
2.同济大学经济与管理学院,上海 200092

收稿日期:2020-07-18 修回日期:2020-10-10 出版日期:2020-12-15 发布日期:2021-01-07
通讯作者: 贾建锋,东北大学教授,博士生导师,管理学博士,主要从事组织与人力资源管理、创新创业管理研究,联系方式jfjia@mail.neu.edu.cn
作者简介:闫佳祺,同济大学博士研究生,主要从事创新创业管理、人力资源管理研究。赵若男,东北大学博士研究生,主要从事组织行为与人力资源管理研究
基金资助:
国家自然科学基金面上项目“中国情境下人力资源管理强度研究：结构、影响因素及动态形成机制”(71672031); 辽宁省兴辽英才计划青年拔尖人才项目“追随力视角下人力资源管理强度的形成、传递和作用机制研究”(XLYC1807218); 教育部中央高校基本科研业务费资助优秀青年科技人才培育项目“中国情境下领导者和追随者的互动：多元视角的审视”(N2006005)

A Study of the Influencing Mechanism of HRM Strength on Employees' Creativity: Based on the Dual Intermediary Tests of Ability and Willingness

ZHAO Ruo-nan¹, JIA Jian-feng¹, YAN Jia-qi²

1. Northeastern University, Shenyang 110169;
2. Tongji University, Shanghai 200092, China

Received:2020-07-18 Revised:2020-10-10 Online:2020-12-15 Published:2021-01-07

摘要/Abstract

摘要： 创新对现代企业的重要性不言而喻,员工创造力是企业创新的源泉。利用234份多时点配对数据,从内容和过程并重的思想出发,整合社会互动视角和心理因素视角,探讨了人力资源管理强度与员工创造力之间的双中介转化机制。研究结果表明：第一,人力资源管理强度对员工主导型社会化策略和情感承诺均有正向影响;第二,员工主导型社会化策略和情感承诺在人力资源管理强度和创造力之间发挥双中介作用;第三,员工主导型社会化策略和情感承诺的中介作用不存在显著差异。

关键词: 人力资源管理强度, 创造力, 员工主导社会化策略, 情感承诺, 双中介

Abstract: The importance of innovation to modern enterprises is self-evident. The employees’ creativity is the source of corporate innovation. Starting from the idea of laying strength on both of the content and the process and by integrating the two perspectives of social interaction and psychological factors, this paper makes use of 234 pieces of multiple time-point matching data to discuss the dual intermediary transfer mechanism between the strength of human resources management and the employees’ creativity. The results show that firstly, the strength of human resources management has a positive impact on the employee-oriented socialization strategies and the affective commitments; secondly, the employee-oriented socialization strategies and the affective commitments are playing a dual intermediary role between the strength of human resources management and the creativity; and thirdly, there is no significant difference between the intermediary role of the employee-oriented socialization strategies and the affective commitments.

Key words: the strength of human resource management, creativity, employee-oriented socialization strategy, affective commitment, dual intermediary

中图分类号:

F272

赵若男, 贾建锋, 闫佳祺. 人力资源管理强度对员工创造力的影响机制研究——基于能力和意愿的双中介检验[J]. 当代财经, 2020, 0(12): 75-85.

ZHAO Ruo-nan, JIA Jian-feng, YAN Jia-qi. A Study of the Influencing Mechanism of HRM Strength on Employees' Creativity: Based on the Dual Intermediary Tests of Ability and Willingness[J]. Contemporary Finance & Economics, 2020, 0(12): 75-85.

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