人力资源管理实践感知对员工创新行为的影响研究.docVIP

PAGE PAGE 26 人力资源管理实践感知对员工创新行为的影响研究 摘要： 由于当今社会经济发展对创新的要求越来越高，如何提高企业的创新能力这一问题亟待探讨。 企业的创新来源于员工的创新行为，员工创新行为与人力资源管理实践关系紧密。人力资源管理实践使员工觉知到的支持感知对员工本人的行为有很大的影响，又因为相对于组织来说，上司与员工的联系更加密切，因此上司如何对待员工对于员工行为来说更具有影响力，也更有研究的意义。立足于当下，本研究旨在探讨人力资源管理实践感知是如何对员工创新行为产生影响的。通过问卷调查与数据分析，本文得出以下结论：（1）人力资源管理实践感知对员工创新行为显著正相关。（2）人力资源管理实践感知对上司支持感显著正相关。（3）上司支持感与员工创新行为有显著正相关。（4）上司支持感在人力资源管理实践和员工创新行为机制中扮演着中介角色，即通过上司支持这一人力资源管理实践的中介角色，影响员工创新行为。 关键词：人力资源管理实践感知，上司支持感，员工创新行为 Research on the Influence of Human Resource Management Practice Perception on Employee Innovation Behavior Abstract: With the development of social economy, innovation has become the source of the core competitiveness of the organization. How to improve the enterprises ability to innovate needs to be explored. The innovation of the enterprise comes from the innovative behavior of the staff, and the employees innovation behavior is closely related to the practice of human resource management. Human resource management practices that make employees aware of the perception of support have a great impact to the behavior of staff. And contrasting with the organization, the superior and the staff have more closely linked. So how the superiors treat employees is more influential to employee behavior, and more valuable. This study is based on the current, to explore the impact of human resource management practice on employee innovation behavior . Through the questionnaire survey and data analysis, this paper draws the following conclusions: (1) Human resource management practice perception is positively related to employee innovation behavior. (2) Human resource management practice perception is significantly positively related to supervisor support. (3) The sense of support of the superiors has a significant positive correlation with the employees innovation behavior. (4) The sense of support of supervisors plays an intermediary role in the mechanism of human resource management practice and employee innovation behavior. Keywords: percep