I 摘要 知识经济时代，企业环境日新月异，创新被视为企业前行的保护伞，尤其在 当前“大众创业、万众创新”的现实环境下，创新已经引起企业的高度重视。创 新的实质是人才驱动，只有员工个体表现出更多的创新行为，组织创新才能从根 本上得到保障。因此，如何激励员工产生创新行为就成为学者们关注的热点。软 件企业由于受我国经济转型、产业升级与网络信息化潮流的影响，因此呈现加速 发展的态势，目前已成为我国一大支柱产业。“互联网+”为软件行业的发展提 供了机遇，但是目前多数软件企业仍摆脱不了模仿的命运，仅注重短期效益，而 忽视企业长期的发展。因此，除了加大研发资金的支持，企业还应注重组织创新 氛围对员工创新行为的影响。在当今的知识经济时代、共享经济时代，管理者认 识到知识的重要性，组织知识储备的数量和质量在一定程度上影响了企业创新能 力的高低。而软件企业员工具有较强的流动性，因此软件企业在面对企业员工的 高流动性时如何将个体知识转化、存储为组织知识，从而在保持企业原有的创新 能力的基础之上，进一步提升软件企业的创新能力就成为当下亟待解决的问题。 本研究旨在从个体感知角度探究组织创新氛围与员工创新行为间的内在关 系。首先，通过背景分析及国内外相关文献的梳理，确定本文的相关变量，明确 本文的研究方向；其次，依托国内外学者的研究，结合相关理论归纳出本文的研 究模型和研究假设。本文对选取量表进行预测试，并根据信效度检验结果对量表 进行补充和调整，在得出正式量表后，对正式量表进行实证分析，并通过信效度 分析、描述统计分析、方差分析、相关分析和回归分析等一系列假设检验，验证 相关结果，并根据实证数据结果提出了管理建议。最后，对本研究的研究结论、 存在的不足以及未来的展望进行了归纳与总结。 根据实证分析结果显示，部分人口统计学变量对研究变量存在显著的差异， 软件企业员工的创新行为在年龄、收入和性别上存在显著差异，对组织创新氛围 的感知在性别上存在显著差异；组织创新氛围及其各维度对软件行业员工创新行 为、知识共享具有显著正向影响；知识共享对软件行业员工创新行为具有显著正 向影响，并且知识共享及其子维度（知识贡献和知识吸收）在组织创新氛围与员 工创新行为关系中存在部分中介作用。本文深入挖掘研究结果反映的软件企业现 状信息，提出适合软件企业情境的员工创新行为发展路径。 关键词，组织创新氛围；知识共享；员工创新行为；软件企业Abstract II Abstract In the era of knowledge economy, the environment of enterprises is changing rapidly. Innovation is regarded as the escort for enterprises to move forward. Especially in the realistic environment of mass entrepreneurship and mass innovation, innovation has attracted great attention of enterprises. The essence of innovation is talent-driven. When employees tend to show more innovative behaviors, organizational innovation can be fundamentally guaranteed. Therefore, how to motivate employees to produce innovative behavior has become a hot topic for scholars. Influenced by economic transformation and industrial upgrading, as well as the driving role of the trend of network, software enterprises have shown a trend of accelerated development and have become a major pillar industry in China.Internet + provides opportunities for the development of the software industry, but most software companies are still unable to get rid of the fate of imitation,focusing only on short-term benefits, ignoring the long-term development of enterprises. In addition to increasing the support of funds, enterprises should also pay attention to the impact of organizational innovation climate on employees innovation behavior. In today's era of knowledge economy and sharing economy, managers recognize the importance of knowledge. The quantity and quality of organizational knowledge reserves affect the level of innovation ability of enterprises to a certain extent. Faced with the mobility of employees, how to transform and store individual knowledge into organizational knowledge in software enterprises,so as to further enhance the innovation ability, has become an urgent problem to be solved. The purpose of this study is to explore the internal relationship between organizational innovation climate and employee innovation behavior from the perspective of individual perception. Firstly, relevant variables and research direction of this paper were determined through background analysis and literature review at home and abroad. Secondly, relying on relevant theories and the research of scholars at home and abroad, the research model and hypothesis are summarized. This paper makes a prediction test on the selected scale, supplies and adjusts the scale according to the results of reliability and validity test, and obtains the formal scale. Then the formal scale is empirically analyzed, and a series of hypothesis tests, such asAbstract III reliability and validity analysis, descriptive statistical analysis, variance analysis, correlation analysis and regression analysis, are carried out to verify the relevant results, and management suggestions are put forward according to the results of empirical data. Finally, the conclusion, the existing deficiencies and future prospects were summarized. The results of empirical analysis show that some demographic variables are significantly different from the research variables. There are significant differences in employees' innovative behaviors in terms of age, income and gender. And gender have significant differences in the perception of organizational innovation climate. Organizational innovation climate and its dimensions have a significant positive impact on the innovation behavior and knowledge sharing of employees in software industry. Knowledge sharing has a significant positive impact on employees' innovative behavior in software industry. Knowledge sharing and its sub-dimensions (knowledge contribution and knowledge absorption) play a part of intermediary role in the relationship between organizational innovation climate and employees innovative behavior. This paper delves into the current information of software enterprises reflected by the research results and proposes the development path of employee innovation behavior suitable for the situation of software enterprises. Keywords: Organizational innovation climate;Knowledge sharing;Employee innovation behavior;Software enterprise目 录 I 目 录 摘要.............................................................................................................................I Abstract..........................................................................................................................II 第 1 章 绪论..................................................................................................................1 1.1 研究背景与研究意义.....................................................................................1 1.1.1 研究背景..............................................................................................1 1.1.2 研究意义..............................................................................................2 1.2 研究内容与技术路线.....................................................................................3 1.2.1 研究内容..............................................................................................3 1.2.2 技术路线..............................................................................................4 1.3 研究方法.........................................................................................................4 1.4 论文可能的创新点.........................................................................................5 第 2 章 文献综述..........................................................................................................6 2.1 关于组织创新氛围的研究.............................................................................6 2.1.1 组织创新氛围的概念..........................................................................6 2.1.2 组织创新氛围的维度与测量..............................................................7 2.1.3 组织创新氛围的实证研究..................................................................8 2.2 关于员工创新行为的研究.............................................................................9 2.2.1 员工创新行为的概念......................................................................