员工幸福感、工作应激与创新行为：感知组织支持的调节作用

结合资源保存理论、积极情绪扩展构建理论和社会交换理论，以工作应激为中介变量、感知组织支持为调节变量，构建员工幸福感影响创新行为的理论模型，使用层次回归分析和Bootstrap技术对249份IT企业员工样本数据进行实证检验。结果发现：员工幸福感对创新行为有显著正向影响；员工幸福感显著负向影响工作应激，同时,工作应激对员工创新行为产生显著负向影响，并且在员工幸福感与创新行为关系间起部分中介作用；员工感知组织支持可以减弱工作应激对创新行为的负向影响，对工作应激的中介效应具有调节作用。

Employee Well-being,Job Stress and Innovation Behavior:Moderating Role of Perceived Organizational Support

Based on the Theory of Resource Conversation, the broaden-and-build theory of positive emotionsand the Social Exchange Theory, this study built on a model for understanding how employee well-being influences innovation behavior with job stress as the mediator and perceived organizational support as the moderator.With 249 survey data collected from employees in Chinese IT firms, both hierarchical regression and bootstrapping analysis were conducted to empirically test research model.The results suggest thatemployee's well-being has significant positive impact on innovation behavior;employee's well-being has significant negative impact on job stress, which in turn significantly influences innovation behavior.Also, job stress partially mediated the relation between well-being and innovation behavior;(3) perceived organizational support positively moderates the process of job stress influencing innovation behavior, suggesting anefficient buffer of perceived organizational support.