【摘要】：21世紀(jì)創(chuàng)新勢(shì)在必行,國(guó)家創(chuàng)新驅(qū)動(dòng)發(fā)展的戰(zhàn)略規(guī)劃最終要落實(shí)到企業(yè)創(chuàng)新層面,而企業(yè)創(chuàng)新的著力點(diǎn)在于員工個(gè)體行為創(chuàng)新,因此,探討員工創(chuàng)新行為的內(nèi)在機(jī)理及影響因素很有必要。本文以學(xué)習(xí)型組織文化為自變量、心理授權(quán)為中介變量、內(nèi)激勵(lì)偏好為調(diào)節(jié)變量,構(gòu)建研究模型,探討各變量與因變量員工創(chuàng)新行為之間的作用機(jī)理。梳理已有文獻(xiàn),本文采用問(wèn)卷調(diào)查的方法,對(duì)24個(gè)題項(xiàng)進(jìn)行調(diào)查,采用回歸分析方法,對(duì)學(xué)習(xí)型組織文化、心理授權(quán)、內(nèi)激勵(lì)偏好和員工創(chuàng)新行為的關(guān)系進(jìn)行分析,以期為相關(guān)企業(yè)提供可供參考的建議。本文通過(guò)實(shí)地調(diào)研佐以網(wǎng)絡(luò)途徑發(fā)放問(wèn)卷獲得實(shí)證數(shù)據(jù),借助SPSS19.0等統(tǒng)計(jì)軟件,對(duì)數(shù)據(jù)進(jìn)行分析,對(duì)假設(shè)進(jìn)行驗(yàn)證,得出以下結(jié)論:(1)員工創(chuàng)新行為受員工個(gè)體特征的影響,學(xué)習(xí)型組織文化對(duì)其具有正向顯著影響。(2)心理授權(quán)在學(xué)習(xí)型組織文化與員工創(chuàng)新行為之間起中介作用。(3)內(nèi)激勵(lì)偏好正向影響員工創(chuàng)新行為,但在學(xué)習(xí)型組織文化與員工創(chuàng)新行為之間起負(fù)向調(diào)節(jié)作用。據(jù)此本文提出在企業(yè)中建設(shè)學(xué)習(xí)型組織文化是必要的也是必需的,同時(shí)從文化氛圍營(yíng)造、心理授權(quán)提升、激勵(lì)機(jī)制創(chuàng)新三個(gè)方面提出了相關(guān)的管理建議。
[Abstract]:Innovation is imperative in the 21st century. The strategic planning of national innovation-driven development should finally be implemented to the level of enterprise innovation, and the focus of enterprise innovation lies in the innovation of employees' individual behavior. It is necessary to explore the internal mechanism and influencing factors of employee innovation behavior. Taking learning organizational culture as independent variable, psychological empowerment as intermediary variable and internal incentive preference as adjusting variable, this paper constructs a research model and discusses the mechanism of innovation behavior between each variable and dependent variable. This paper analyzes the relationship between learning organizational culture, psychological empowerment, internal incentive preference and employees' innovative behavior by means of questionnaire survey and regression analysis. With a view to providing relevant enterprises with reference advice. In this paper, the empirical data are obtained through the field investigation and online questionnaire, and the data are analyzed with the help of SPSS19.0 and other statistical software, and the hypotheses are verified. The conclusions are as follows: (1) employees' innovation behavior is influenced by their individual characteristics. Learning organizational culture has a significant positive impact on it. (2) Psychological empowerment plays an intermediary role between learning organizational culture and employees' innovative behavior. (3) Intra-incentive preference positively affects employee's innovation behavior. However, it plays a negative role in regulating the learning organizational culture and employees' innovative behavior. Therefore, it is necessary and necessary to build a learning organization culture in an enterprise. At the same time, some relevant management suggestions are put forward from three aspects: cultural atmosphere construction, psychological empowerment promotion and incentive mechanism innovation.
【學(xué)位授予單位】：蘭州財(cái)經(jīng)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類(lèi)號(hào)】：F272.92

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