感知到的组织支持和人力资源实践对创新工作行为的影响:性别是否重要?
Moyassar Al-Taie1, Mohammad Nisar Khattak2
1Department of Management, College of Business Administration, University of Sharjah, Sharjah, United Arab Emirates.
Frontiers in psychology
|July 15, 2024
概括
感知到的组织支持和高度承诺的人力资源实践促进了员工的创新. 性别调节了支持与创新的联系,但不是阿联高等教育中的人力资源实践与创新的联系.
科学领域:
- 组织行为 组织行为
- 人力资源管理 人力资源管理
- 创新研究 研究 创新研究
背景情况:
- 组织面临着激烈的竞争和全球化,需要员工创新.
- 员工创新的工作行为 (IWB) 对组织的生存和成功至关重要.
- 了解影响IWB的因素对于管理和政策至关重要.
研究的目的:
- 调查感知到的组织支持 (POS) 和高承诺的人力资源实践 (HCHRPs) 对员工创新工作行为 (IWB) 的影响.
- 检查性别在POS,HCHRPs和IWB之间的关系中的调节作用.
- 为提高高等教育机构的创新工作行为提供见解.
主要方法:
- 使用359名学术人员的数据进行了定量研究.
- 参与者来自阿拉伯联合长国 (阿联) 的124所高等教育机构.
- 使用统计分析来测试拟议的关系和缓解效应.
主要成果:
- 感知到的组织支持 (POS) 和高度承诺的人力资源实践 (HCHRPs) 都显示出与员工创新工作行为 (IWB) 的积极关联.
- 性别显著调节了POS和IWB之间的关系.
- 性别并没有显著调节HCHRPs和IWB之间的关系.
结论:
- POS和HCHRP是阿联高等教育中员工创新的关键驱动力.
- 组织支持策略应考虑性别差异,以最大限度地发挥创新潜力.
- 实践者可以利用这些发现来培养更具创新性的劳动力.
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