组织协同支持感对员工协同创新行为影响：基于协同自我效能中介作用-the impact of perceived organizational collaborative support on employees collaborative innovation behavior based on the mediating effect of collaborative self - efficacy.docxVIP

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组织协同支持感对员工协同创新行为影响：基于协同自我效能中介作用-the impact of perceived organizational collaborative support on employees collaborative innovation behavior based on the mediating effect of collaborative self - efficacy.docx

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组织协同支持感对员工协同创新行为影响：基于协同自我效能中介作用-the impact of perceived organizational collaborative support on employees collaborative innovation behavior based on the mediating effect of collaborative self - efficacy

III III IV IV questionnaire by using data from a sample of 214 employees from 8 companies. The results show that: in Chinese context, perceived organizational support for synergy significantly positive effects on employee synergy innovative behaviors．Its dimensional all have positive effect on employee synergy innovative behaviors, and especially, the coworker synergy support owns the strongest predictive power. Synergy self-efficacy significantly has positive effects on employee synergy innovative behaviors and plays partial mediating role between perceived organizational support for synergy and employee synergy innovative behaviors. These conclusions reveal the internal mechanism of affecting employ synergy innovative behavior. Based on these results, we put forward some suggestions: Foster a collaborative innovation culture atmosphere across the organization; increase employee’s satisfaction and trust of the organization; promote the employee’s self-confidence of using their abilities to perform the task cooperative with others; build a long-term mechanism of synergy innovation. In order to provide some useful reference in cultural dimension and institutional aspect for company to take measures. Key words: Perceived organizational support for synergy ； Employee synergy innovative behavior；Synergy self-efficacy；Mediator effect 目录摘要 I AbstractII HYPERLINK \l _bookmark0 目录 IV HYPERLINK \l _bookmark1 图表目录 VI HYPERLINK \l _bookmark2 1 绪论1 HYPERLINK \l _bookmark3 1.1 研究背景与意义1 HYPERLINK \l _bookmark4 1.1.1 研究背景1 HYPERLINK \l _bookmark5 1.1.2 研究意义2 HYPERLINK \l _bookmark6 1.2 研究内容及框架2 HYPERLINK \l _bookmark7 1.3 技术路线图4 HYPERLINK \l _bookmark8 1.4 研究方法5 HYPERLINK \l _bookmark9 1.4.1 文献研究5 HYPERLINK \l _bookmark10 1.4.2 问卷调查6 HYPERLINK \l _bookmark11 1.4.3 多元统计分析6 HYPERLINK \l _bookmark12 1.5 创新之处6 HYPERLINK \l _bookmark13 1.6 本章小结7 HYPERLINK \l _bookmark14 2 文献回顾 8 HYPERLINK \l _bookmark15 2.1 概念界定8 HYPERLINK \l _bookmark16 2.1.1 组织协同支持感8 HYPERLINK