技术革新进程不断加快的今天，坚持创新驱动引领发展是我国经济保持平稳发展的关键。 对企业而言，坚持创新发展战略有利于其在行业竞争中获得竞争优势，扩大公司规模。员工 创新是企业创新的来源，提升企业创新优势的关键在于激发员工的创新，研究企业中对员工 的创新激励策略具有深远的现实意义。 奖酬是企业管理实践中最常用、最直接的用以激励员工创新的手段之一。工作投入能最 直接的反映了员工对工作任务、组织目标的认知状态与情感偏好，是孕育员工创新的重要因 素。创新绩效指员工将新颖、有实用价值的新想法或新思路完善、应用到实践中后得到的有 助于组织在市场中获得竞争优势的创新成果。 在综合国内外以往研究的基础上，基于创造力投资理论，考虑员工资源有限情况下的理 性决策，考虑奖酬类型对员工不同创新类型的影响，并将工作投入纳入研究框架；结合创新 构成模型，考虑组织层面的因素对奖酬激励效果的影响，将组织创新氛围加入研究框架。 最后针对高新技术企业共 301 名员工采用问卷调查方式收集数据进行实证分析，得出以 下结论： （1）内/外在奖酬对员工突破式/渐进式创新绩效均有显著促进作用。 （2）内/外在奖酬对员工工作投入有显著促进作用。 （3）工作投入对员工突破式/渐进式创新绩效均有显著促进作用。 （4）工作投入在内/外在奖酬与突破式。渐进式创新绩效间起完全中介作用。 （5）组织创新氛围负向调节了内在奖酬与突破式创新绩效的关系； 组织创新氛围正向调节了外在奖酬与渐进式创新绩效的关系。 最后，根据研究结提出相应的管理启示，并结合研究存在的不足未来的研究方向提供建 议，具有一定的理论价值和现实意义。 关键词：内在奖酬，外在奖酬，突破式创新绩效，渐进式创新绩效，工作投入，组织创新 氛围II Abstract Nowadays, as the process of technological innovation is accelerating, the key to the steady development of China's economy is to adhere to innovation-driven development. For enterprises, sticking to the innovative development strategy is conducive to gaining competitive advantages in the industry competition and expanding the scale of the company. Employee innovation is the source ofenterpriseinnovation,thekeytoimprovetheinnovationadvantageofenterprisesliesinstimulating the innovation of employees, the study of innovation incentive strategy for employees in enterprises has far-reaching practical significance. Reward is one of the most common and direct means to motivate employees to innovate in the practice of enterprise management. Work engagement can most directly reflect employees' cognitive status and emotional preference for work tasks and organizational goals, and it is an important factor to breed employees' innovation. Creative performance refers to the innovative results obtained by employees after they put novel and practical new ideas or new ideas into practice to help the organization gain competitive advantages in the market. On the basis of previous studies at home and abroad, and based on the creativity component theory, this paper considers the rational decision-making of employees with limited resources, considers the impact of reward types on different types of employee’s creative performance, and puts work engagement into the research framework. Combined with the innovation composition model, considering the influence of organizational factors on the incentive effect of rewards, the organizational climate for innovation is added into the research framework. Finally, a total of 301 employees in high-tech enterprises were collected through questionnaires for empirical analysis, and the following conclusions were drawn: (1) Internal and external rewards can significantly promote employees' radical and incremental creative performance. (2) Internal and external rewards can significantly promote employees' work engagement. (3) Work engagement can significantly promote employees' radical and incremental creative performance. (4) Work engagement is found to significantly mediate the association between reward and creative performance.III (5) The organizational climate for innovation has moderating effect on intrinsic reward and radical creative performance; The organizational climate for innovation has moderating effect on intrinsic reward and incremental creative performance. Finally, according to the research results, the corresponding management enlightenment is put forward, and combined with the shortcomings of the research, the future research direction is proposed, which has certain theoretical value and practical significance. Key words: Intrinsic rewards, Extrinsic rewards, Radical creative performance, Incremental creative performance, Work engagement, Organizational climate for innovationIV 目录 第一章 绪论............................................................................................................................................................. 1 1.1 研究背景.................................................................................................................................................... 1 1.2 研究目的.................................................................................................................................................... 3 1.3 研究意义.................................................................................................................................................... 3 1.3.1 理论意义......................................................................................................................................... 3 1.3.2 实践意义......................................................................................................................................... 4 1.4 研究思路与方法........................................................................................................................................ 4 1.4.1 研究思路......................................................................................................................................... 4 1.4.2 研究方法......................................................................................................................................... 5 1.5 技术路线与研究框架................................................................................................................................ 5 1.5.1 技术路线......................................................................................................................................... 5 1.5.2 研究框架......................................................................................................................................... 6 1.6 可能的创新点............................................................................................................................................ 8 第二章 文献研究综述............................................................................................................................................. 9 2.1 奖酬............................................................................................................................................................ 9 2.1.1 奖酬的内涵界定 ............................................................................................................................. 9 2.1.2 奖酬的类型..................................................................................................................................... 9 2.2 创新绩效.................................................................................................................................................. 12 2.2.1 创新绩效的内涵与分类 ............................................................................................................... 12 2.2.2 相关概念辨析............................................................................................................................... 13 2.2.3 创新绩效相关理论 ....................................................................................................................... 13 2.3 工作投入.................................................................................................................................................. 19 2.3.1 工作投入的内涵界定 ..............................................................................................