雇佣模式对员工创新行为的影响机制研究

雇佣模式如何影响员工创新行为已成为企业内外广泛议论的话题。从创新行为的组织影响因素出发，逐渐渗透到个体影响因素，探究工作安全感、组织认同感在雇佣模式与创新行为之间的中介作用，以及雇佣模式与心理契约感知不同维度对创新行为的交互作用。通过对439名不同地区员工调查发现：与无固定期限员工相比，固定期限员工更倾向于表现出较少的建言行为、组织公民行为和角色创新；工作安全感和组织认同完全中介了雇佣模式对建言行为的影响，部分中介了雇佣模式对组织公民行为和角色创新的影响；固定期限员工在交易型和平衡型心理契约感知下，表现为相对消极的组织公民行为和角色创新。

Research on the Influence of Employment Mode on Employees Innovation

As the main body of enterprise innovation, the stimulation of employees′ innovative behaviors plays an important role in the improvement of enterprise core competitiveness and the country′s innovative development.What′s the difference between the two main employment modes in China, i.e.the open-term employment mode and the fixed-term employment mode, the employees' sense of job stability and recognition of the company? How do employees of different employment models view the actual fulfillment of corporate responsibilities and obligations? What impact will it have on the stimulation of employees′ innovative potential and subsequent behaviors? These micro problems have not attracted enough attention to the recruitment model, and it is difficult to get the answer from the macro perspective of social stability and enterprise competitive development.Therefore, only by studying the behavior of employees and their influence mechanisms under different employment modes can we better understand the specific impact of the labor contract law on employees.This research is based on the analysis of current social phenomena, combined with existing research conclusions, starting from the organizational factors that affect employee behavior, and by constructing a model of the relationship between employment mode and innovative behavior, further revealing the difference between employment mode and innovative behavior influence mechanism.Previous studies on the influence of employment patterns on organizational behavior focused on a certain type of influencing mechanism, and lacked a systematic research system.Therefore, with regard to the mechanism of influence between the employment model and the innovative behavior of employees, on the one hand, the characteristics of different employment models should be considered, that is, the formation of a work-stress process.On the other hand, the impact of the employment model on the relationship between employees and the organization should also be included.Consider the category.After the employee signs a labor contract with the organization and enters the organization, they will go through the process of organizational socialization.In this process, there are two important processes at the same time, namely, social identification and social exchange.Therefore, this research explores the production mechanism of employees′ innovative behaviors under the employment relationship model through three aspects of processes, namely work-stress, social identity, and social exchange processes.This paper selects a number of enterprises and institutions mainly in the Northwest region, involving 4 industry sectors of IT, construction, service and education as the survey samples, and finally obtained 439 questionnaires.After sampling inspection, a total of 399 valid questionnaires were obtained after excluding invalid samples.We used foreign mature scales for reference, translated the selected scales and appropriately deleted them based on the characteristics of the employees in the Chinese context, adopted the Likert 7-point scoring measurement and performed subsequent data analysis.The results show that compared with indefinite employees, fixed-term employees are more likely to show less suggestive behaviors, organizational citizenship behaviors, and role innovation; job security and organizational identity completely mediate the impact of the employment model on the suggestions.Intermediate the impact of employment mode on organizational citizenship behavior and role innovation; fixed-term employees, under the perception of transactional and balanced psychological contracts, behave as relatively passive organizational citizenship behavior and role innovation.In addition, we also conducted a certain reason analysis for the unverified hypothesis in the conclusion, and combined the corresponding literature to prove it.Starting from the organizational level influencing factors, this paper systematically considers the three integrated perspectives of the employment relationship model, the work-stress process, the social identification process and the social exchange process, deeply analyzes the psychological formation mechanism of employees′ innovative behavior at the individual level, and enriches related research on existing employment models.The existing research mainly focus on a single level and type, possibly ignoring certain important mechanisms.Systematic research can enrich the cross-level influence mechanism model between the employment model and the innovative behavior of employees.In addition, combining the perspective of employee psychological contract perception, by examining the moderating effect of employment patterns, we find the boundary conditions that change the effect of psychological contract perception on innovative behavior.The research results of this article also have practical guiding significance for enterprises and employees.First of all, companies can make different regulations on the responsibilities and commitments of employees of different types of employment, but allow employees such as fixed-term employees to be upgraded and enjoy optimized benefits under the tenure system, and various incentive policies can enhance employees′ sense of safety and organizational identity.Secondly, companies can adopt a reasonable and competitive salary performance appraisal system to reduce unfairness while stimulating fixed-term employees′ morale to improve employee satisfaction and trust in the company.Finally, for employees, they should also develop forward-looking thinking and transformative vision, enhance their employability, and better implement two-way choice between enterprises.