摘要
本文以自我认知视角为切入点,探索研发项目群人员创新绩效提升的内在驱动机制。通过问卷调查和数据分析等实证研究方法对数据进行分析,结果表明胜任力在影响创新绩效过程中存在直接作用路径和"胜任力-工作匹配-创新绩效"的间接作用路径,自我效能感在胜任力影响工作匹配的过程中起到正向调节作用,领导成员交换和团队成员交换在工作匹配影响创新绩效的过程中起到正向调节作用。本文从理论上丰富了研发项目群人员管理的相关研究,实践上为提升研发项目群人员创新绩效提出了对策建议。
This paper explores the intrinsic driving mechanism of R＆D programme staffs＇ innovation performance from a self-cognitive perspective. The hypothesized relationships are tested by analyzing survey data, and the results show that competency not only exerts a direct positive impact on innovation performance, but also exerts an indirect positive impact on innovation performance through person-job fit. Self-efficacy has a positive moderating effect in the first stage of the mediating process, and leader-member exchange and team-member exchange have positive moderating effects in the second stage of the mediating process. This paper enriches the research of R＆D programme staff management, and puts forward suggestions for firms to improve R＆D programme staffs＇ innovation performance.
作者
吴伟伟
刘业鑫
戴维序
李婧婷
WU Wei-wei LIU Ye-xin DAI Wei-xu LI Jing-ting(School of Management, Harbin Institute of Technology, Harbin 150001, China)
出处
《预测》
CSSCI
北大核心
2017年第5期24-29,共6页
Forecasting
基金
国家自然科学基金资助项目(71472055
71272175)
国家社会科学基金重点资助项目(16AZD0006)
中国博士后科学基金特别资助项目(201104424)
黑龙江省哲学社会科学研究规划资助项目(14B105)
关键词
研发项目群人员
胜任力
自我认知
创新绩效
R＆D programme staff
competency
self-cognitive
innovation performance
