员工创新行为生成机制研究——基于双元开发主体的交互效应模型

遵循人力资源开发绩效范式与学习范式，从个体技能柔性视角揭示组织开发实践与员工自我开发及两者交互效应对员工创新行为的作用机制。通过对519份调查数据的回归分析，结果发现：组织开发实践与员工自我开发对技能柔性有显著正向作用，技能柔性对员工创新行为亦有积极正向影响，技能柔性在组织开发实践、员工自我开发与创新行为关系间起部分中介作用；两者交互效应对技能柔性的积极作用不显著，进而技能柔性无法在两者交互效应与员工创新行为关系间发挥中介作用。由此可知，在充满不确定的内外部环境中，技能柔性是打开创新之门的一把“钥匙”，然而，获取这把“钥匙”的组织开发实践与员工自我开发之间如何实现目标相融、彼此协同，是一项复杂的研究课题。

Research on Generation Mechanism of Employee Innovation Behavior:based on the Interaction Effect Model of Ambidextrous Development

Follow the performance and learning paradigm of human resource development, the study unravels the influencing mechanism of organization development practice and employee self-development and their interaction effect on employee innovation behavior from the perspective of individual skill flexibility. Using 519 survey data, the empirical result manifests that organization development practice and employee self-development have significantly positive effect on skill flexibility. Skill flexibility effectively motivates employ innovation behavior, and partially mediates the relationship between organization development practice/employee self-development and employee innovation behavior. While the interaction does not have significantly effect on skill flexibility, then skill flexibility does not mediate the relationship between the interaction and employee innovation behavior. Therefore, in the context of high levels of internal and external uncertainty, skill flexibility is the key of opening the door of innovation, whereas it is a complex and realistic research topic that how to achieve the integration and cooperation between organization development and employee self-development.