培养创新型员工:监管重点和机构赋权的影响
Guyang Tian1, Yang Yang1, Manlu Zhao1
1School of Management, Harbin Institute of Technology, Harbin, China.
Psychological reports
|August 2, 2024
概括
当鼓励知识共享时,预防重点的个人可以创新. 机构赋权增强了这种效应,甚至在具有挑战性的情况下也促进了创新行为.
科学领域:
- 组织心理学 组织心理学
- 行为经济学是一种行为经济学.
背景情况:
- 监管重点 (促进与预防) 影响个人行为.
- 之前的研究表明,由于厌恶风险,预防的重点阻碍了创新.
- 知识共享作为调解者的作用和机构赋权的温和效应未被充分探索.
研究的目的:
- 调查知识共享在监管重点和创新行为之间的关系中的调解作用.
- 检查机构赋权对监管重点与知识共享联系的温和效应.
- 开发和测试一个调节调解模型.
主要方法:
- 开发一个研究模式,包括促进重点,预防重点,知识共享,机构赋权和创新行为.
- 经验调查使用温和调解分析.
- 拟议关系的统计验证.
主要成果:
- 知识共享积极调解监管重点 (促进和预防) 和创新行为之间的关系.
- 机构赋权显著缓和了监管重点和知识共享之间的关系,加强了它.
- 通过知识共享对创新行为的监管重点的间接影响被更高水平的机构赋权所放大.
结论:
- 知识共享是将监管重点与创新联系起来的关键机制.
- 机构赋权是一个关键的边界条件,它促进了跨不同监管重点的创新.
- 管理者可以利用制度赋权来促进创新,即使是在风险不良的预防专注的个人中.
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