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在402份有效问卷的基础上,本文应用权变理论中的匹配思想和共变数分析方法,通过一阶直接模型与二阶共变数模型的比较,探讨了员工层面的创新行为与组织层面的资源充足度、创新合法性与创新型文化等变量的匹配对工作绩效的影响。研究结果表明:(1)创新行为和创新合法性对工作绩效的直接影响达到了显著性水平,而资源充足度和创新型文化对工作绩效的直接影响未达到显著性水平;(2)创新行为、资源充足度、创新合法性与创新型文化的匹配对工作绩效的影响要优于各个变量独立作用于工作绩效的效果。在此基础上,论文对相关的研究结果进行了讨论与分析,并给出相应的结论与建议。
Based on the 402 valid questionnaires, this paper applies the matching idea and covariate analysis method in contingency theory to compare the first-order direct model with the second-order covariate model to explore the innovation behavior at the employee level and the sufficient resources at the organizational level Degree, innovation legitimacy and innovative culture and other variables on job performance impact. The results show that: (1) the direct impact of innovation behavior and innovation legitimacy on work performance has reached a significant level, while the direct impact of resource adequacy and innovation culture on work performance has not reached a significant level; (2) Innovative behavior , The adequacy of resources, the matching of innovation legitimacy and innovative culture have more effect on job performance than the effect of each variable acting independently on job performance. On this basis, the dissertation discusses and analyzes the related research results and gives the corresponding conclusions and suggestions.