工商管理学院知识库

党的二十大报告指出“科技是第一生产力，创新是第一动力”。在我国全面创新、全员创新的时代背景与强国战略引领下，数字技术与创新逐步浸入企业高层战略规划议程中，成为组织获取竞争优势的常态化要素。随着创新领域的研究深入，越来越多的学者认为在企业数字化转型和企业变革持续、频繁且愈发复杂化的背景下急切需要员工发挥双元创新精神。已有研究发现变革意义认知是影响员工创新行为的重要因素，但未曾关注到员工整体的变革认知，且还未将创新行为按照其新颖程度区分为探索式创新和利用式创新。因此，顺应当前研究的观点，有必要尝试从员工变革整体认知视角来研究“如何激发员工的双元创新行为”这一学术界和管理实践者共同关注的重要课题。

本文首先回顾梳理现有相关文献，基于计划行为理论和社会交换理论，构筑研究模型，应用多元线性回归以及Bootstrap的分析方法，探析员工变革认知与双元创新行为之间的关系，从个体因素和情境因素两个维度入手，分析和谐性工作激情和强迫性工作激情在员工变革认知与双元创新行为关系中的中介作用，并探讨变革型领导在员工变革认知与和谐性工作激情、强迫性工作激情以及员工双元创新行为关系中的调节作用。实证检验结果显示：（1）员工变革认知对双元创新行为（探索式创新和利用式创新）以及二元工作激情（和谐性工作激情和强迫性工作激情）均有显著正向影响；（2）二元工作激情及其两个子维度均会促进员工实施双元创新活动，其中，和谐性工作激情对探索式创新和利用式创新行为的预测效果更明显，且和谐性工作激情对探索式创新的影响程度更大，而强迫性工作激情对利用式创新的影响程度更大；（3）多元线性回归的中介效应检验显示，和谐性工作激情和强迫性工作激情均在员工变革认知与探索式创新和利用式创新行为的关系中起部分中介作用，而Bootstrap的分析方法只验证了和谐性工作激情的部分中介效应；（4）变革型领导对员工变革认知与二元工作激情以及员工变革认知与双元创新行为的调节作用不显著。最后，基于实证检验结果，为企业正向增强员工变革认知，获取创新发展提出相关对策建议。

The report of the 20th Party Congress points out that "science and technology are the first productive forces, and innovation is the first driving force". In the context of China's era of comprehensive innovation and all-round innovation and under the leadership of the strategy of a strong nation, digital technology and innovation have gradually been immersed into the agenda of high-level strategic planning of enterprises, and have become a regular element for organisations to gain competitive advantages. With the deepening of research in the field of innovation, more and more scholars believe that employees are urgently needed to play the dual innovation spirit in the context of continuous, frequent and increasingly complex enterprise digital transformation and corporate change. Studies have found that the perception of the significance of change is an important factor influencing employees' innovative behaviours, but no attention has been paid to employees' overall perception of change, and innovative behaviours have not been differentiated into exploratory and exploitative innovations according to their degree of novelty. Therefore, in line with the current research, it is necessary to try to study "how to stimulate employees' dual innovative behaviours" from the perspective of employees' overall cognition of change, which is an important topic of common concern for both academics and management practitioners.

In this paper, we first review the existing related literature, construct a research model based on the theory of planned behaviour and social exchange theory, apply multiple linear regression and Bootstrap analysis method to explore the relationship between employees’ change perception and dual innovative behaviour, starting from the dimensions of individual and situational factors, to analyse the mediating role of harmonious work passion and compulsive work passion in the relationship between employees' change perception and dual innovative behaviour, and to explore the moderating role of transformational leadership in the relationship between employees’ change perception and harmonious work passion, compulsive work passion and employees' dual innovative behaviour. The results of the empirical tests show that: (1) Employee change perceptions have a significant positive effect on dual innovation behaviours (exploratory and exploitative innovation) as well as on binary work passions (harmonious and compulsive work passions); (2) Binary work passions and their two sub-dimensions promote employees' implementation of dual innovation activities, with harmonious work passions having a more pronounced predictive effect on exploratory and exploitative innovation behaviours, and harmonious work passion has a greater effect on exploratory innovation, while obsessive work passion has a greater effect on exploitative innovation; (3) the mediation effect test of multiple linear regression shows that both harmonious work passion and compulsive work passion partially mediate the relationship between employees' change perceptions and exploratory and exploitative innovation behaviours, whereas Bootstrap's analytical method only validates the partial mediation effect of harmonious work passion and its two sub-dimensions on employees' dual innovation activities; (4) the mediation effect of harmonious work passion and its two sub-dimensions on the relationship between employees' change perceptions and their exploitative innovation behaviours is more pronounced. The Bootstrap analysis only verified the partial mediating effect of harmonious work passion; (4) the moderating effect of transformational leadership on employees' transformational cognition and binary work passion as well as on employees' transformational cognition and dual innovation behaviours was not significant. Finally, based on the empirical test results, relevant countermeasure suggestions are proposed for enterprises to positively enhance employees' transformational cognition and acquire innovative development.