發(fā)布時(shí)間：2018-06-12 04:36

  本文選題：人—工作匹配 + 辱虐管理��； 參考：《軟科學(xué)》2016年04期

【摘要】：基于基本心理需求理論,探討人—工作匹配、辱虐管理對(duì)員工創(chuàng)新行為的影響機(jī)制。通過(guò)471份對(duì)上下級(jí)匹配調(diào)查問(wèn)題為數(shù)據(jù)的實(shí)證分析,發(fā)現(xiàn)人—工作匹配正向影響員工創(chuàng)新行為,主管辱虐管理負(fù)向影響創(chuàng)新行為;人—工作匹配通過(guò)能力需求間接對(duì)創(chuàng)新行為產(chǎn)生顯著正向影響,辱虐管理通過(guò)自主需求、關(guān)系需求和能力需求間接對(duì)創(chuàng)新行為產(chǎn)生顯著負(fù)向影響;辱虐管理分別弱化了人—工作匹配與關(guān)系需求、能力需求之間的正向關(guān)系。
[Abstract]:Based on the basic theory of psychological needs, this paper discusses the influence mechanism of human-job matching and abusive management on employees' innovative behavior. Through the empirical analysis of 471 cases of superior and subordinate matching, it is found that person-work matching positively affects employee innovation behavior, while supervisor abuse management negatively affects innovation behavior. Human-job matching has a significant positive impact on innovation behavior indirectly through ability demand, while abusive management has a significant negative impact on innovation behavior through independent demand, relationship demand and ability demand. Abusive management weakens the positive relationship between human-job matching, relationship needs and ability needs.
【作者單位】： 天津理工大學(xué)管理學(xué)院;
【基金】：國(guó)家自然科學(xué)基金項(xiàng)目(71372095) 教育部人文社會(huì)科學(xué)研究項(xiàng)目(13YJA630137) 天津市科技發(fā)展戰(zhàn)略研究項(xiàng)目(15ZLZLZF00720)
【分類(lèi)號(hào)】：F272.92
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本文編號(hào)：2008385