组织创新奖酬对研发人员创新行为影响机制的实证研究

行为理论和自我决定理论关于企业奖酬是否以及如何影响员工创新有着不同的观点，实证研究的结论也不一致。本研究以研发人员为研究对象，从行为理论出发探讨在我国社会背景下企业创新奖酬对研发人员创新意愿及创新行为的影响，以及物质主义特性在其中的调节作用。通过312对研发人员与上司配对的一手数据，对被中介的调节模型进行实证检验。分析表明，创新奖酬的实施对研发人员创新行为有促进作用，员工的创新意愿在其中起到部分中介作用。个体的物质主义特性调节了组织创新奖酬与研发人员创新意愿之间的关系。对于高物质主义者而言，组织创新奖酬对员工创新意愿的影响作用更强。特别地，员工的物质主义特性对创新奖酬与员工创新行为之间关系的调节作用是以创新意愿作为中介。

An empirical study on the influence mechanism of reward for innovation on the innovative behavior of R&D employees

Behavioral theory and self-determination theory held different views on whether rewards had influence on employee innovation or not and on the process that rewards worked as well. They also had different empirical findings. Starting with behavioral theory, this study explored the effects of reward for innovation on the willingness to innovate and innovative behavior of R&D employees in Chinese context, as well as the moderating effect of materialism. Based on the paired data of 312 R&D employees and their supervisors, this study carried on an empirical study and tested the mediated moderation model. The results showed that reward for innovation had a positive effect on the innovative behavior of R&D employees. The willingness to innovate partly mediated the relationship. Individual’s materialism moderated the relationship of reward for innovation and the willingness to innovate. To employees with high materialism, the reward for innovation had a stronger effect on the willingness to innovate. Especially, the moderating role of materialism on the reward for innovation and innovative behavior was mediated by willingness to innovate.