员工韧性对新型研发机构责任式创新行为的影响——一个有调节的中介模型

责任式创新因被视为解决科技治理难题的新方式而备受关注，是新型研发机构提高创新发展质量的强有力保障。将责任式创新拓展至员工层面，聚焦于新型研发机构员工责任式创新行为，对于推动机构高质量发展具有重要意义。员工韧性作为机构应对创新困境的精神支撑，是影响员工责任式创新行为的关键要素。基于此，依据心理资源理论和自我决定理论，探究员工韧性对责任式创新行为的影响过程，并分析员工情感承诺和变革型领导在其中的作用机制。通过分析445份调查问卷发现，员工韧性对其责任式创新行为具有积极影响，员工情感承诺在这一关系中发挥显著中介作用，变革型领导显著调节员工情感承诺与其责任式创新行为间关系。

The Influence of Employee Resilience on Employee Responsible Innovation Behavior in New Research and Development Institutions：A Moderated Mediation Model

Responsible innovation is a strong guarantee for scientific and technological innovation and sustainable development. The key to the realization of responsible innovation in new research and development institutions lies in employees who are important practitioners of organizational innovation, and their responsible innovation behavior cansupport the organization to carry out responsible innovation activities. Therefore, new research and development institutions need to encourage responsible innovation behavior among their employees. The responsible innovation behavior of employees in new research and development institutions is influenced by the interaction of individual characteristics and organizational atmosphere. Among them, the resilience of individual characteristics focuses on the psychological driving force of employees, for it can better explain the mechanism of responsible innovation behavior in the process. The current research on the relation between employee resilience and innovation behavior are mainly concentrated in the resilience and its innovative employees' proactive behavior, the relationship between resilience and innovation of deviant behavior, etc. The employees lack resilience in responsible role in the process of innovation, while the differences between the responsibility innovation and traditional innovation paradigm of new R&D institutions are under research.With the in-depth development of "people-oriented" human resource management model, the mechanism of employee resilience on various innovative behaviors has been widely concerned by scholars and managers.#br#On this basis, this study focuses on the impact mechanism of employee resilience on employee responsible innovation behavior in research and development institutions. It integrates emotional commitment with transformational leadership, and comprehensively analyzes the role of internal and external factors on individual responsible innovation behavior in new research and development institutions, revealing the micro mechanism of responsible innovation in new research and development institutions. This paper aims to provide reference for stimulating the responsible innovation behavior of employees in new research and development institutions, so as to enrich the research on the responsible innovation behavior of employees in human resource management.#br#In this paper, researchers from government-certified new research and development institutions with good development momentum are selected as research objects, mainly from Beijing and Guangdong Province. A questionnaire survey is conducted with 445 valid questionnaires. In this study, Amos structural equation software is used to conduct confirmatory factor analysis of variables, SPSS22.0 statistical software is used to conduct reliability test, validity test and correlation analysis test, and the hypothesis test is completed by the Process program developed by Hayes. The results show that employee resilience has a significant positive impact on employee responsible innovation behavior. Employee resilience can indirectly promote employee responsible innovation behavior through enhancing employee emotional commitment level, and transformational leadership positively moderates the relationship between employee emotional commitment and employee responsible innovation behavior.#br#This paper systematically examines the individual trait antecedents that influence the responsible innovation behavior of employees in new research and development institutions, and it defines and tests the important role of emotional commitment and transformational leadership on the responsible innovation behavior of employees, and comprehensively investigates the formation mechanism of responsible innovation behavior at the employee level by combining individual factors and situational factors, so as to realize the interaction and integration of resilience theory and responsible innovation theory. The findings have important guiding significance for institutions to implement responsible innovation behavior. First, this study points out that when carrying out responsible innovation activities, organizations should not only pay attention to employees' work skills and innovation ability, but also pay attention to the important role of employee resilience. In the daily management process, the organization needs to organize relevant training regularly to encourage employees to communicate with the public and interdisciplinary personnel. Second, organizations should attach importance to the role of transformational leadership when encouraging employees to implement responsible innovation behavior. In practice, transformational leaders should take measures to improve the resilience of employees, and reflect the rewards and punishments for responsible innovation behaviors of employees in the performance and salary system, and establish a scientific incentive system.#br#