高参与人力资源实践对员工创新行为的影响：一个中介与调节模型

基于员工工作成长综合模型，探讨员工感知的高参与人力资源实践如何通过促进员工工作繁荣正向影响员工创新行为，以及员工所在部门谦卑型领导风格对这一过程的跨层次调节作用。对402份部门主管与员工匹配两阶段问卷调查结果表明，工作繁荣在高参与人力资源实践与员工创新行为间具有完全中介作用；谦卑型领导在高参与人力资源实践促进员工工作繁荣过程中发挥跨层次调节作用，即当部门领导表现出高谦卑性风格时，高参与人力资源实践对工作繁荣的正向影响更强；此外，部门谦卑型领导跨层调节工作繁荣对高参与人力资源实践与员工创新行为间的中介作用，当采取高谦卑型领导风格时，该中介作用更强。研究结论丰富和发展了员工工作成长综合模型视角下高参与人力资源实践对员工创新行为影响的研究，可为管理者有效激发员工创新行为提供决策依据。

Research on the Influence of High-involvement Human Resource Practices on Employee Innovation: the Role of Thriving at Work and Humble Leadership

Based on Integrative Model of Human Growth at Work as the theoretical framework, this study explores how employees' perceived high-involvement human resource practices positively influence employee innovative behavior through promoting employee's thriving at work, as well as the cross-level moderating role of work group supervisor's humble leadership style on such relationship.The theoretical model is tested with multisource questionnaire surveys collected from 402 employees at two waves.Multi-level regression technique and Monte Carlo assessment are employed to test the hypotheses.The results indicate that thriving at work fully medicates the positive relationship between high-involvement human resource practices and employee innovative behavior, besides, work group humble leadership moderates the relationship between high-involvement human resource practices and employee thriving at work such that the relationship is stronger within work groups of high level humble leadership.The cross-level moderated mediation also demonstrates that the indirect relationship between high-involvement human resource practices and employee innovative behavior through thriving at work is stronger when humble leadership of work group is stronger.This study enriches the knowledge on the relationship between high-involvement human resource practices and employee innovative behavior and provides constructive decision-making basis for managers to effectively stimulate employee innovative behavior.