总体报酬与员工创新行为的关系研究:组织自尊和工作投入的作用

本研究基于社会信息加工理论,构建了一个以组织自尊为中介变量、工作投入为调节变量的总体报酬影响员工创新行为的两阶段调节中介模型,并采用时间滞后法获得来自多个行业与地区的140家企业470位非研发人员及其领导的多时点配对调查数据对模型进行检验,旨在揭示中国情境下总体报酬激发员工创新行为的作用机制和边界条件。实证研究发现,总体报酬与员工的创新行为、组织自尊显著正相关,组织自尊完全中介了总体报酬与创新行为的关系,工作投入正向调节了总体报酬和组织自尊的关系、以及组织自尊和员工创新行为的关系,并进一步正向调节了总体报酬通过组织自尊对创新行为的间接影响。

Research on the Relationship between Total Rewards and Employee Innovation Behavior: The Role of Organization-based Self-esteem and Job Engagement

In recent years, the exact relationship and underlying mechanism between total rewards and employee innovation are still under debate without conclusive results. Based on the social information processing theory, this paper takes organizational self-esteem as the mediator and work engagement as the moderator to build up a two-stage moderated mediation model of total rewards and employee innovation. The author collects time-lagged dyad data of 470 non R&D employees and their leaders from 140 enterprises in multiple industries from China, The results show that total rewards have a significant positive impact on employee innovation and organization-based self-esteem. In addition, organization-based self-esteem completely mediates the relationship between total rewards and employee innovation. Furthermore, work engagement strengthens the relationship between total rewards and organization-based self-esteem as well as the relationship between organization-based self-esteem and employee innovation. Overall, work engagement amplifies the indirect influence of total rewards on employee innovation through organization-based self-esteem. This study reveals the mechanism and boundary condition of total rewards stimulating employee innovation in China.