【摘要】：獎(jiǎng)勵(lì)與創(chuàng)新績(jī)效的關(guān)系是學(xué)術(shù)界多年來研究的焦點(diǎn)之一。然而,獎(jiǎng)勵(lì)究竟會(huì)促進(jìn)還是抑制員工創(chuàng)新,仍結(jié)論不一。本文以16家公司的421名科技型企業(yè)知識(shí)員工為樣本,從認(rèn)知評(píng)價(jià)角度構(gòu)建一個(gè)被中介的調(diào)節(jié)模型,探索情感與認(rèn)知因素對(duì)獎(jiǎng)勵(lì)與創(chuàng)新績(jī)效之間的調(diào)節(jié)作用機(jī)制。結(jié)果表明,挑戰(zhàn)評(píng)價(jià)是獎(jiǎng)勵(lì)與員工創(chuàng)新績(jī)效關(guān)系中的重要環(huán)節(jié),其中介作用顯著;員工的情感和認(rèn)知因素對(duì)獎(jiǎng)勵(lì)與創(chuàng)新關(guān)系的調(diào)節(jié)作用顯著,且該調(diào)節(jié)作用被挑戰(zhàn)評(píng)價(jià)所中介。具體而言:獎(jiǎng)勵(lì)與創(chuàng)新績(jī)效之間的關(guān)系受到工作中的積極情感和創(chuàng)新自我效能的正向調(diào)節(jié),受到工作中消極情感的負(fù)向調(diào)節(jié)。
[Abstract]:The relationship between reward and innovation performance has been the focus of academic research for many years. However, whether incentives will promote or inhibit employee innovation, there are still mixed conclusions. In this paper, 421 knowledge employees from 16 companies were selected as samples, and an intermediary model was constructed from the perspective of cognitive evaluation to explore the regulatory mechanism between emotion and cognitive factors on reward and innovation performance. The results show that challenge evaluation is an important link in the relationship between reward and employee innovation performance, and its mediating effect is significant, while the emotional and cognitive factors of employees play a significant role in regulating the relationship between reward and innovation, and the regulatory role is mediated by challenge evaluation. Specifically, the relationship between reward and innovation performance is positively regulated by positive emotion and innovation self-efficacy in work, and negatively regulated by negative emotion in work.
【作者單位】： 西安交通大學(xué)管理學(xué)院中國(guó)管理問題研究中心;碧桂園集團(tuán)戰(zhàn)略發(fā)展中心;西安交通大學(xué)管理學(xué)院;
【基金】：中國(guó)博士后科學(xué)基金第57批面上項(xiàng)目(2015M572577) 國(guó)家自然科學(xué)基金青年項(xiàng)目(71702144)資助
【分類號(hào)】：F272.92;F273.1

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