互联网驱动的知识经济时代下，市场竞争日益激烈、复杂与动态，创新越来越成为 企业生存与发展的不竭动力。我国创新战略的实施更凸显出创新在组织发展中的重要地 位。组织创新离不开员工，身为创新的主体，员工创新行为正渗透于技术、产品、服务等 各个领域。因此，充分激活和利用员工创新来保持竞争优势已成为企业管理者的共识。人 力资源管理实践同员工联系密切，尤其是高绩效工作系统（Highperformanceworksystem， 简称HPWS），包含一系列能够有效影响员工行为的实践，但在以往关于创新行为的研究 中，未受到足够关注。同时，现有研究大多从社会交换理论、AMO框架理论、工作特征 视角等探究人力资源实践对员工行为的作用机制，忽视了微观层面的员工心理需要。为深 入理解个体的心理需求与内在动机，有效提升员工创新行为，本文基于自我决定理论，引 入基本心理需要变量，围绕“组织情境—基本心理需要—员工行为”方式的研究路径，探 讨HPWS对员工创新行为的影响效果。 采用实证研究方法，通过调查问卷进行数据收集，共回收有效问卷272份。借助SPSS、 SPSS宏程序、Mplus等分析软件，通过相关分析、回归分析等方法检验假设，主要得出 以下结论：（1）HPWS整体正向影响员工创新行为，其中培训、员工参与、工作设计、 职业机会维度正向影响创新行为，绩效评估维度对创新行为无显著影响；（2）HPWS整 体正向影响自主需要、胜任需要与关系需要，其中，培训、工作设计、职业机会维度正向 影响三种基本心理需要，绩效评估对三种基本心理需要无显著影响；（3）自主需要、胜 任需要正向影响员工创新行为，关系需要对创新行为无显著影响；（4）自主需要、胜任 需要在HPWS对创新行为的影响中起中介作用，关系需要在二者之间的中介作用不显著。 基于研究结果，从自我决定理论视角为激发员工创新提出了相关建议。组织应重视人力资 源管理实践在促进员工创新方面发挥的作用，通过加强员工培训、鼓励员工参与、清晰的 工作设计以及提供职业机会等传递出关爱员工注重员工成长的信息，从而满足员工的基本 心理需要，激发内部动机，最终提升员工创新行为。 关键词：高绩效工作系统，基本心理需要，创新行为，自我决定理论 基于自我决定理论的高绩效工作系统对员工创新行为影响机制研究 II ABSTRACT IntheeraoftheInternet-drivenknowledgeeconomy,marketcompetitionisbecoming increasinglyfierce,complex,anddynamic,andinnovationhasbecomeaninexhaustibledriving forceforthesurvivalanddevelopmentofenterprises.TheimplementationofChina'sinnovation strategyhighlightstheimportantroleofinnovationinorganizationaldevelopment. Organizationalinnovationisinseparablefromemployees.Asthemainbodyofinnovation, employees'innovativebehaviorisinfiltratingintovariousfieldssuchastechnology,products andservices.Therefore,ithasbecometheconsensusofbusinessmanagerstofullyactivateand utilizeemployeeinnovationtomaintaincompetitiveadvantage.Humanresourcemanagement practicesarecloselyrelatedtoemployees,especiallyHPWS,whichcontainsaseriesof practicesthatcaneffectivelyinfluenceemployeebehavior,buthavenotreceivedenough attentioninpreviousresearchoninnovativebehavior.Atthesametime,mostoftheexisting researchesexplorethemechanismofhumanresourcepracticeonemployeebehaviorfromthe perspectiveofsocialexchangetheory,AMOframeworktheory,andjobcharacteristics perspective,ignoringthepsychologicalneedsofemployeesatthemicrolevel.Inordertodeeply understandtheindividualpsychologicalneedsandintrinsicmotivation,andeffectivelypromote employees'innovativebehavior,thisarticleintroducesbasicpsychologicalneedvariablesbased ontheself-determinationtheory,andfocusesontheresearchpathof"organizational situation-basicpsychologicalneeds-employeebehavior"todiscussestheinfluencemechanism ofHPWSoninnovativebehavior. Atotalof272validquestionnaireswerecollectedbyempiricalresearchanddatacollection throughquestionnaires.WiththehelpofSPSS、SPSSmacroprogram,Mplusandotheranalysis software,thehypothesesweretestedthroughcorrelationanalysis,regressionanalysisandother methods,andthefollowingconclusionsweremainlydrawn:(1)TheoverallHPWShadpositive influenceoninnovativebehavior,andthedimensionsoftraining,employeeparticipation,job design,andcareeropportunityhadpositiveinfluenceoninnovativebehavior,whilethe performanceevaluationdimensionhadnosignificantimpactoninnovativebehavior;(2)The overallHPWShadpositiveinfluenceonautonomyneeds,competenceneeds,andrelationships needs,thedimensionsoftraining,jobdesign,andcareeropportunityhadpositiveinfluenceon thethreepsychologicalneeds,andperformanceevaluationhadnosignificantimpactonthe threebasicpsychologicalneeds;(3)Autonomy,competenceneedhadapositiveinfluenceon 江苏大学硕士学位论文 III innovativebehavior,andtherelatednessneedhadnosignificantinfluenceonit;(4)Autonomy andcompetenceneedmediatedtherelationshipbetweenHPWSandinnovativebehavior,and therelatednessneed'smediatingrolebetweenthemhasnotbeverified. Keywords:highperformanceworksystem,basicpsychologicalneeds,innovativebehavior, self-determinationtheory 基于自我决定理论的高绩效工作系统对员工创新行为影响机制研究 IV 目录 第1章绪论..................................................................................................................................1 1.1研究背景.........................................................................................................................1 1.2研究意义.........................................................................................................................2 1.3研究内容与框架.............................................................................................................3 1.3.1研究内容..............................................................................................................3 1.3.2研究框架..............................................................................................................4 1.4研究方法与技术路线.....................................................................................................5 1.4.1研究方法..............................................................................................................5 1.4.2技术路线..............................................................................................................5 1.5主要创新之处.................................................................................................................6 第2章理论基础与文献综述......................................................................................................8 2.1自我决定理论相关研究.................................................................................................8 2.1.1自我决定理论的四项子理论..............................................................................8 2.1.2自我决定理论的应用........................................................................................10 2.1.3基本心理需要的概念及测量............................................................................11 2.1.4基本心理需要的相关关系研究........................................................................11 2.2高绩效工作系统相关研究...........................................................................................13 2.2.1高绩效工作系统的概念....................................................................................13 2.2.2高绩效工作系统的结构与测量........................................................................14 2.2.3高绩效工作系统结果效应研究........................................................................15 2.3创新行为相关研究.......................................................................................................16 2.3.1创新行为的概念................................................................................................16 2.3.2创新行为的测量................................................................................................17 2.3.3员工创新行为影响因素研究............................................................................18 2.4高绩效工作系统与创新行为关系研究.......................................................................19 2.5文献研究评述...............................................................................................................20 第3章研究假设与理论模型....................................................................................................22 江苏大学硕士学位论文 V 3.1高绩效工作系统与员工创新行为..............................................