Influence Mechanism of Organization-centered Employment Relationship on Employee Innovation Behavior—— A Dual-Mediator Model Analysis

doi:10.11885/j.issn.1674-5094.2020.10.05.01

Abstract

Abstract: Employee innovation plays an important role in the development of organizational innovation， and has been widely concerned by academia and business circles. Based on the theory of social exchange and the theory of psychological ownership， this paper uses descriptive statistics， correlation analysis and hierarchical regression analysis to explore the mechanism of employment relationship effect on employee innovation behavior， and the dual intermediary role of employee psychological ownership and work engagement. The results show that the organization-centered employment relationship has a significant positive effect on employee innovation behavior，and the work-centered employment relationship，overinvestment employment relationship and underinvestment employment relationship have a negative effect on employee innovation behavior. Psychological ownership and work engagement play a dual intermediary role between organizational-centered employment relationship and innovation behavior.

Key words: organization-centered employment relationship, psychological ownership, work engagement, innovative behavior, human resources

CLC Number:

F272.92

REN Yunxia. Influence Mechanism of Organization-centered Employment Relationship on Employee Innovation Behavior—— A Dual-Mediator Model Analysis[J]. Journal of Southwest Petroleum University(Social Sciences Edition), 2021, 23(1): 23-29.

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URL: http://journal15.magtechjournal.com/Jwk_xnsk/EN/10.11885/j.issn.1674-5094.2020.10.05.01

http://journal15.magtechjournal.com/Jwk_xnsk/EN/Y2021/V23/I1/23

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