科创企业员工越轨创新行为实现路径研究

作者	张明昊
姓名汉语拼音	Zhang Minghao
学号	2019000009012
培养单位	兰州财经大学
电话	17854234683
电子邮件	2574402640@qq.com
入学年份	2019-9
学位类别	学术硕士
培养级别	硕士研究生
学科门类	管理学
一级学科名称	工商管理
学科方向	企业管理
学科代码	120202
授予学位	企业管理硕士学位
第一导师姓名	郝金磊
第一导师姓名汉语拼音	Hao Jinlei
第一导师单位	兰州财经大学工商管理学院
第一导师职称	教授
题名	科创企业员工越轨创新行为实现路径研究
英文题名	Research on realization path of deviant Innovation behavior of employees in science and technology innovation Enterprises
关键词	越轨创新行为家长式领导组织支持感角色清晰度定性比较分析
外文关键词	Deviant Innovation Behavior ; Paternalistic Leadership ; Perceived Organization Support ; Character Clarity ; Qualitative Comparative Analysis
摘要	创新已经成为当下企业适应复杂多变环境，抢占市场发展先机的“最优解”。然而，在企业创新实践的过程中，时常出现员工自主创新与企业管理规则相冲突的现象，这就是越轨创新行为。作为一类特殊的创新行为，越轨创新以破坏组织规则，违背领导意愿的创新形式，获得有益于组织发展的创新成果，兼具传统创新的目的和结果以及越轨行为的过程，受到学者广泛关注。目前，关于越轨创新行为的研究多采用传统回归研究方法，其研究内容集中在领导层面，探究不同领导风格和领导方式对越轨创新行为产生的“净效应”，忽略了整体视角下，多因素共同作用对越轨创新行为产生的“组态效应”。鉴于此，本研究基于整体视角，分别从领导、组织和个人三个层面，选取家长式领导（仁慈型、德行型、威权型）、组织支持感、员工组织理念匹配、角色清晰度、传统性和心理安全构建影响员工越轨创新行为的条件组态，探究不同组态对员工越轨创新行为形成的多重并发影响效应，以获取促进员工越轨创新行为的可行路径。本次研究开展过程包括以下环节：第一，采用文献研究方法对员工越轨创新行为既有文献进行回顾和梳理，总结出相关变量的概念内涵和测量方法。其次，基于已有研究理论和相关文献，构建家长式领导（仁慈型、德行型、威权型）、组织支持感、员工组织理念匹配、角色清晰度、传统性和心理安全作用于员工越轨创新行为的多重并发影响效应研究框架。最后，以科创企业员工为被试对象，采用问卷法收集有效数据，以模糊集定性比较分析法探究家长式领导（仁慈型、德行型、威权型）、组织支持感、员工组织理念匹配、角色清晰度、传统性和心理安全对员工越轨创新行为的复杂作用机制。研究最终得出以下结论：第一，科创企业员工越轨创新行为受家长式领导（仁慈型、德行型、威权型）、组织支持感、员工组织理念匹配、角色清晰度、传统性和心理安全的共同影响，并且不同因素对科创企业员工越轨创新行为影响具有多重并发效应。第二，产生高员工越轨创新行为的组态路径共五条，高组织支持感、高传统性和高心理安全对员工越轨创新行为具有明显的促进作用。产生低员工越轨创新行为的组态路径共五条，低家长式领导（仁慈型、德行型、威权型）、低员工组织理念匹配和低角色清晰度是阻碍员工越轨创新行为的关键因素。第三，基于各条件组态，本研究提出了促进科创企业员工越轨创新行为的可行路径，并归纳了抑制科创企业员工越轨创新行为的原因，为科创企业激发员工越轨创新行为提供启示。
英文摘要	Innovation has become the "optimal solution" for enterprises to adapt to the complex and changeable environment and seize the opportunities for market development. However, in the process of enterprise innovation practice, there is often a conflict between employee independent innovation and enterprise management rules, which is deviant innovation behavior. As a special kind of innovation behavior, deviant innovation is beneficial to the development of the organization in the form of breaking organizational rules and violating the will of leaders. It has both the purpose and results of traditional innovation and the characteristics of deviant behavior process, and has been widely concerned by scholars. At present, the research on innovation of deviant behavior more according to the traditional regression methods, its research content focused on the leadership level, to explore the different leadership style and leadership style on the innovation of deviant behavior of the "net effect", ignoring the overall perspective, many factors work together on the innovation of deviant behavior "configuration effect" of the research. In view of this, from a holistic perspective, this study selected paternalistic leadership (benevolent, virtuous, authoritarian), perceived organizational support, employee organizational concept matching, character clarity, traditional personality and psychological security to construct the condition configuration of influencing employee deviant innovation behavior from the three levels of leadership, organization and individual respectively. The multiple concurrent effects of different internal factors on employee deviant innovation behavior were explored to obtain feasible paths to promote employee deviant innovation behavior. The development process of this study includes the following aspects: First, literature research method is adopted to review and sort out the existing literature on employee deviant innovation behavior, and summarize the concept connotation and measurement methods of relevant variables. Secondly, based on existing research theories and relevant literature, this paper constructs a research framework on the multiple concurrent effects of paternalistic leadership (benevolent, virtuous, authoritarian), perceived organizational support, employee organizational concept matching, character clarity, traditional personality and psychological security on employee deviant innovation behavior. Finally, by the science and technology innovation enterprise staff as the object of subjects, using questionnaire to collect data effectively, using fuzzy qualitative comparative analysis to explore the paternalistic leadership (benevolent, virtuous, authoritarian), perceived organizational support, employee organizational concept matching, character clarity, traditional personality and psychological security complex mechanism of innovation of employee deviant behavior. Studies in the end, the following conclusions: first, science and technology innovation enterprise employee deviant behavior by paternalistic leadership (benevolent, virtuous, authoritarian), perceived organizational support, employee organizational concept matching, character clarity, traditional personality and psychological security from the combined impact of factors and different influence on science and technology innovation enterprise employee deviant behavior with multiple concurrent effect. Second, there are five configuration paths for high employee deviant innovation behavior. High perceived organizational support, high traditional personality and high psychological security have significant promoting effects on employee deviant innovation behavior. There are five configuration paths for low employee deviant innovation behavior. Low paternalistic leadership (benevolent, virtuous, authoritarian), low employee organizational concept matching and low character clarity are the key factors that hinder employee deviant innovation behavior. Thirdly, based on each condition configuration, this study puts forward the feasible path to promote the deviant innovation behavior of employees in science and technology innovation enterprise, and summarizes the reasons to restrain the deviant innovation behavior of employees in science and technology innovation enterprise, providing enlightenment for the stimulation of employees deviant innovation behavior in science and technology innovation enterprise.
学位类型	硕士
答辩日期	2022-05-20
学位授予地点	甘肃省兰州市
研究方向	人力资源管理
语种	中文
论文总页数	70
参考文献总数	97
馆藏号	0004246
保密级别	公开
中图分类号	F27/191
文献类型	学位论文
条目标识符	http://ir.lzufe.edu.cn/handle/39EH0E1M/32173
专题	工商管理学院
推荐引用方式 GB/T 7714	张明昊. 科创企业员工越轨创新行为实现路径研究[D]. 甘肃省兰州市. 兰州财经大学,2022.

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