追求地位是组织中的普遍现象，地位作为权力的载体，更高的地位意味着更大的权 力，个人“社会重要性”更高，对物质资源、信息资源以及情感资源的控制权更多。因 此为了获得更高的地位，个体会通过采取各种有效的方法来实现自身地位的提升，其中 创新是个体实现地位提升的重要手段，然而揭示地位与创新行为之间潜在作用机制的研 究至今仍不充分，其中尤其是对非正式地位如何作用于员工创新行为的议题，探讨得不 够充分。如该议题不能得到有效解决，将不利于组织管理目标的实现。由此看来，揭示 非正式地位对创新行为作用机制的“黑箱”以及找到员工创新行为的有效边界既有很重 要的理论研究意义，又有很强的实践价值。 本研究基于自我决定理论角度，讨论非正式地位作用于创新行为的中介机制以及边 界条件。其中以创新效能感作为非正式地位与创新行为核心中介变量，以感知领导支持 与感知领导破坏作为非正式地位与创新行为关系的调节变量，由此深化对非正式地位作 用于员工创新行为相关机制的探讨。 本研究通过对 206 套有效问卷数据的实证检验分析，结果表明，（1）非正式地位 与创新效能感、创新行为之间存在正相关关系。（2）非正式地位通过创新效能感间接 作用于员工创新行为。（3）感知领导支持会进一步增强非正式地位、创新效能感、创 新行为之间的关系起，具体而言，与感知领导支持低的情况相比，当感知领导支持高的 情况下，非正式地位越高员工创新效能感、创新行为提升的幅度会越明显。（4）感知 领导破坏会进一步减弱非正式地位与创新效能感之间的关系，具体而言，与感知领导破 坏低相比，感知领导破坏高的情况下非正式地位越高员工创新效能感降低的幅度越不明 显。（5）感知领导支持调节非正式地位与员工创新行为之间的关系会被创新效能感有 效中介。最后，还指出了本研究的实践意义、不足之处和未来研究方向。 关键词，非正式地位，创新效能感，创新行为，感知领导支持，感知领导破坏III ABSTRACT The pursuit of status is a common phenomenon in organizations. As the carrier of power, higher status means greater power, higher social importance of individuals themselves, and more control over material resources, information resources and emotional resources. Therefore, in order to achieve higher status, employee unions adopt various effective methods to enhance their status, among which innovation is an important means for individuals to achieve status improvement. However, the research on revealing the potential mechanism between status and innovation behavior is still insufficient, especially on how the informal status of individuals affects employees' innovation behavior in organizations. It is not sufficiently discussed. If this issue can not be effectively solved, it will be detrimental to the realization of organizational management objectives. From this point of view, it is of great theoretical significance and practical value to reveal the black box of informal status on the mechanism of innovation behavior and to find the effective boundary of employees' innovation behavior. Based on the self-determination theory, this study discusses the mediating mechanism and boundary conditions of informal status on innovation behavior. Among them, innovation efficacy is regarded as the core mediating variable between informal status and innovation behavior, and perceived leadership support and perceived leadership destruction as the moderating variable of the relationship between informal status and innovation behavior. The empirical analysis of 206 valid questionnaires shows that: (1) there is a positive correlation between informal status and innovation efficacy. (2) Informal status indirectly affects employees' innovation behavior through innovation efficacy. (3) Perceived leadership support will further enhance the relationship between informal status, innovation efficacy and innovation behavior. Specifically, comparedIV with the situation of low perceived leadership support, when perceived leadership support is high, the higher the informal status, the more obvious the improvement of employees' innovation efficacy and innovation behavior. (4) Perceived leadership undermining further weakens the relationship between informal status and innovation efficacy. Specifically, compared with perceived leadership undermining, the higher the perceived leadership undermining, the less significant the reduction of employees' innovation efficacy. (5) Perceived leadership support mediates the relationship between informal status and employees' innovative behavior effectively. Finally, the practical significance, shortcomings and future research directions of this study are pointed out. KEY WORDS，Informal status,Creative self- efficacy, Innovation work behavior,Perceived leader support, Perceived leader underminingV 目 录 摘要.................................................................................................................................I ABSTRACT.................................................................................................................... III 1 绪 论............................................................................................................................ 1 1.1 研究背景.................................................................................................................. 1 1.2 研究目的与意义...................................................................................................... 4 1.2.1 研究目的......................................................................................................... 4 1.2.2 研究意义及创新............................................................................................. 4 1.3 论文框架与技术路线.............................................................................................. 6 2 文献综述........................................................................................................................ 9 2.1 地位定义与分类...................................................................................................... 9 2.1.1 正式地位.......................................................................................................... 9 2.1.2 非正式地位................................................................................................... 10 2.2 地位与个体工作行为研究综述............................................................................ 11 2.2.1 正式地位与个体工作行为研究.................................................................... 11 2.2.2 非正式地位与个体工作行为研究................................................................ 11 2.3 非正式地位与创新行为研究综述........................................................................ 12 2.3.1 非正式地位与创新行为直接关系相关研究................................................ 12 2.3.2 非正式地位与创新行为中介效应相关研究................................................ 12 2.3.3 非正式地位与创新行为调节效应相关研究................................................ 13 2.4 小结........................................................................................................................ 14 3 理论研究与假设.......................................................................................................... 17 3.1 自我决定理论........................................................................................................ 17 3.2 研究假设的提出.................................................................................................... 18 3.2.1 非正式地位与创新效能感............................................................................ 18VI 3.2.2 非正式地位与创新行为................................................................................ 19 3.2.3 创新效能感的中介作用................................................................................ 19 3.2.4 感知领导支持的调节作用............................................................................ 20 3.2.5 感知领导破坏的调节作用............................................................................ 22 4 研究设计与数据获取.................................................................................................. 25 4.1 问卷设计与调研流程............................................................................................ 25 4.2 变量测量........