新生代员工情绪智力、组织政治氛围对创新行为影响的多层次研究：基于资源保存理论

The innovation of new generation employees is a new engine of organization promoting commercial reform and winning market competition, How to improve the ability of emotional management of new generation employees and construct the good ecology of organizational politics for promoting their innovative behavior, that is not only the in-depth theoretical research development, but also the urgent need of management practice. Based on the conservation of resources theory, from the two-way perspective of resource profit and lost, and through the moderated mediation model and the muti-level model, this project will systematically study the influential mechanism of new generation employees’ emotional intelligence, organizational political climate on the innovation behavior. At the individual level, to explore the connotation, structure, measurement of new generation employees’ emotional intelligence, and to reveal its influence on innovative behavior, including the mediating effect of individual psychological capital and the moderated effect of cross-level of organizational political climate and innovative process engagement. At the organizational level, to analyze the influence of organizational political climate on innovation behavior, including the mediating effect of organizational innovative process engagement and the individual psychological capital. This project is not only to enrich the research result of the fields of innovative behavior, emotional intelligence, and organizational politics in theory, but also to provide the guidance for strengthening the emotional management of new generation employees, reconstructing the new ecology of organizational politics, and then guiding the innovative behavior of new generation employees in practice.

新生代员工创新是组织推动商业变革和决胜市场竞争的新引擎，如何改善新生代员工情绪管理能力并构建良好的组织政治生态以促进新生代员工的创新行为，不仅是理论研究的深入拓展，而且是管理实践的迫切需要。本项目基于资源保存理论，从资源收益和损耗双向视角，通过有调节的中介效应模型和多层次线性模型，系统研究新生代员工情绪智力、组织政治氛围对创新行为的影响机理。在个体层次上，探索新生代员工情绪智力的内涵、结构和测量，揭示其对创新行为的影响机理，包括个体心理资本的中介效应以及组织政治氛围和创新过程投入的跨层次调节效应；在组织层次上，探析组织政治氛围对创新行为的影响机理，包括组织创新过程投入和个体心理资本的中介作用。本项目不仅在理论上丰富了创新行为、情绪智力和组织政治领域的研究成果，而且在实践上为加强新生代员工的情绪管理，重构组织政治新生态，进而引导新生代员工创新行为提供指南。

新生代员工的创新绩效影响已成为组织创新研究的重要领域。本项目结合质性和量化实证研究方法，从3个子研究全面探析新生代员工情绪智力、工作价值观及破坏型领导对创新行为和工作绩效的多层次影响机制。研究1运用扎根理论和对比研究探索分析新生代员工情绪智力、工作价值观的内涵及结构特征。研究发现中国新生代员工情绪智力具有自我认知、关系管理和情绪调节等三维度结构特征，并构建了“情绪—态度—行为”作用模型，以及对比分析了国内与国外、新生代与老一代工作价值观的异同；研究2基于资源保存和情感事件理论，实证检验了组织政治等情境作用下新生代员工情绪智力、破坏型领导通过心理资本、情感基调、创新过程投入对创新行为产生的多层次双元影响作用；研究3基于自我验证和社会交换理论，实证检验了组织文化等情境作用下新生代员工工作价值观通过内在动机、心理授权对工作绩效和越轨创新产生的显著正向影响。本项目为重视消极领导行为、开展基于情绪和价值观管理的新生代员工创新研究提供了充分的理论指导。