工作自主性如何与何时激发员工创新行为——创新自我效能感的中介与外在激励的调节

工作自主性如何与何时激发员工创新行为——创新自我效能感的中介与外在激励的调节

李璇

（珠海科技学院，广东珠海，519000）

摘 要：在瞬息万变的商业环境中，激发员工创新行为（Employee Innovative Behavior, EIB）是企业获取持续竞争优势的关键。尽管已有研究肯定了工作自主性（Work Autonomy, WA）对 EIB 的积极效应，但其内在作用机制与边界条件仍有待深入探索。本研究基于社会认知理论，构建了一个有调节的中介模型，旨在考察创新自我效能感（Innovation Self-Ef icacy, ISE）在 WA 与 EIB 关系中的中介作用，以及外在激励（External Incentives, EI）在这一过程中的调节作用。通过对 295 名来自高新技术、IT 及服务业等多行业员工的问卷调查数据进行层级回归分析，结果表明：（1）WA 显著正向影响 EIB；（2）ISE 在 WA 与 EIB 之间起完全中介作用；（3）EI 显著正向调节 ISE 与 EIB 之间的关系，即在高外在激励水平下，ISE 对 EIB 的正向影响更强，且 EI 调节了 ISE 的中介效应。本研究发现不仅深化了我们对工作特征如何影响员工创新的过程机制的理解，也为组织通过优化工作设计与激励制度来有效激发员工创新提供了重要的实践启示。

关键词：工作自主性；员工创新行为；创新自我效能感；外在激励；社会认知理论

How and When Does Job Autonomy Stimulate Employee Innovative Behavior? — The Mediating Role of Innovative Self-Efficacy and the Moderating Role of Extrinsic Incentives

Xuan Li

(Zhuhai College of Science and Technology,Zhuhai Guangdong, 518000)

Abstract: In today's rapidly changing business environment, stimulating Employee Innovative Behavior (EIB) is critical for organizations to gain sustainable competitive advantage. Although prior research has acknowledged the positive effect of Work Autonomy (WA) on EIB, the underlying mechanisms and boundary conditions remain underexplored. Drawing upon Social Cognitive Theory, this study constructs a moderated mediation model to examine the mediating role of Innovation Self-Efficacy (ISE) in the relationship between WA and EIB, as well as the moderating role of External Incentives (EI) in this process. Hierarchical regression analyses were conducted on survey data collected from 295 employees across multiple industries, including high-tech, IT, and service sectors. The results indicate that: (1) WA significantly and positively predicts EIB; (2) ISE fully mediates the relationship between WA and EIB; (3) EI significantly and positively moderates the relationship between ISE and EIB, such that the positive effect of ISE on EIB is stronger under high levels of external incentives, and EI moderates the mediating effect of ISE. These findings not only deepen our understanding of the process mechanisms through which work characteristics influence employee innovation, but also provide important practical implications for organizations to effectively stimulate employee innovation by optimizing job design and incentive systems. Keywords:Work Autonomy; Employee Innovative Behavior; Innovation Self-Efficacy; External Incentives; Social Cognitive Theory

DOI：10.68079/moglkx.2026.3.05 [原文下載][Download PDF]