Zhen Meirong, Cao Jinru, Wang Mi
School of Management, Jiangsu University, Zhenjiang, China.
Front Psychol. 2022 Sep 15;13:890062. doi: 10.3389/fpsyg.2022.890062. eCollection 2022.
The study takes an interaction perspective to examine possible interaction effects of goal orientation, psychological capital, and organizational innovation climate aimed at enhancing employees' innovation behavior. A total sample of 398 employees were selected in Chinese enterprises. The descriptive statistical analyses, multiple regression, and bootstrap approach are adopted to test the interactive effects after controlling for gender, age, years for work of employees, type of enterprises, and industry. Results indicate that learning goal orientation and proving goal orientation have a positive effect on employees' innovation behavior through psychological capital. The positive relationship between psychological capital and employees' innovation behavior is stronger when employees perceive more organizational innovation climate. Additionally, the positive effect of learning goal orientation and proving goal orientation on employees' innovation behavior is stronger in high organizational innovation climate through high-level psychological capital than in low organizational innovation climate. However, the negative effect of avoiding goal orientation on innovation behavior is not significant. Finally, implications and further research are discussed.
本研究采用交互作用视角，以检验目标导向、心理资本和组织创新氛围之间可能存在的交互作用对员工创新行为的影响，旨在增强员工的创新行为。在中国企业中选取了398名员工作为总样本。采用描述性统计分析、多元回归和Bootstrap方法，在控制了员工的性别、年龄、工作年限、企业类型和行业后，检验交互效应。结果表明，学习目标导向和成绩目标导向通过心理资本对员工的创新行为产生积极影响。当员工感知到更强的组织创新氛围时，心理资本与员工创新行为之间的正向关系更强。此外，在高组织创新氛围下，学习目标导向和成绩目标导向通过高水平心理资本对员工创新行为产生的积极影响比在低组织创新氛围下更强。然而，回避目标导向对创新行为的负面影响并不显著。最后，讨论了研究的启示和进一步的研究方向。
