在当今知识经济的动态背景下，创新已经成为决定企业生存和长远发展的 关键动力。员工作为企业的重要组成，其创新行为既是企业创新绩效的直接来 源也是企业持续创新的有力保障。如何激发和管理员工创新行为是当今学术研 究和管理实务中的热点问题。大量研究已经在个体层面和组织层面对创新行为 的影响因素进行分析，却很少有学者注意到预期对员工创新行为的作用。心理 学试验结果显示，个体对其行为结果的预期是支配该行为的重要因素之一。并 且，个体对创新活动的热情有利于提高个体思维的灵活性和创造性。但是，在 现有的个体创新文献中，很少有文献能够清楚阐述创新结果预期对员工创新行 为的影响机制以及创新结果预期、创造热情、员工创新行为之间的关系。实务 中，研究员工创新结果预期对创新行为的影响也能为企业管理实践提供建议。 本研究以企业员工作为研究对象，将创新结果预期（形象风险预期、形象 收益预期和正向绩效结果预期）、创造热情、员工创新行为纳入同一关系模型 之中。利用SPSS21.0和Amos21.0通过对296份有效配对问卷进行相关分析和 回归分析，构建并验证结构方程模型来探讨创新结果预期（形象风险预期、形 象收益预期和正向绩效结果预期）对员工创新行为的影响以及创造热情在其中 发挥的中介作用。 研究结果表明：（1）形象风险预期显著负向影响员工创新行为，形象收益 预期和正向绩效结果预期显著正向影响员工创新行为；（2）形象风险预期显著 负向影响创造热情，形象收益预期和正向绩效结果预期显著正向影响创造热情； （3）创造热情显著正向影响员工创新行为；（4）创造热情在创新结果预期（形 象风险预期、形象收益预期和正向绩效结果预期）对员工创新行为的影响中起 中介作用。 关键词：形象风险预期 形象收益预期 正向绩效结果预期 创造热情 员工创新行为 III Abstract Under the dynamic background of knowledge economy, innovation has become the key driver to determine the survival and long-term development of enterprises. Employee is the important part of the company, and its innovative behavior is the direct source of innovation performance and the strong guarantee for continuous innovation of the company. How to motivate and manage employee innovative behavior has been a hot issue in academic research and management practice. A large number of studies have analyzed how the individual factors and organization factors affected innovative behavior, but few people pay attention to the effect of expectation on employee innovative behavior. The results of psychological tests show that the expectations of individual’s behavior outcomes are one of the important factors that govern their behavior. Moreover, the passion of individual for innovative activities helps them improve the flexibility and creativity of individual thinking. However, in the existing individual innovation literature, few literature clearly explained the impact mechanism of outcome expectations of innovative behavior on employee innovative behavior, and the relationship between outcome expectations of innovative behavior, passion for inventing and employee innovative behavior. Also, the study of the impact of innovation outcomes expectations on employee innovative behavior can also provide practical recommendations for business management practices. This research regarded the employees in enterprise as the research target and used SPSS21.0 and Amos21.0. The survey was conducted and total 296 valid paired questionnaires were returned. This research constructed a conceptual model about the interaction among expected image risks, expected image gains, expected positive performance outcomes, passion for inventing and employee innovative behavior. Besides, correlation analysis and regressive analysis were put in this paper. The structure equation model was built and verified. A positive analysis was applied to study the relationship between outcome expectations of innovative behavior （expected image risks, expected image gain, expected positive performance outcomes）and employee innovative behavior, as well as the mediator effect of passion for inventing. IV The results show that: (1) expected image gains and expected positive performance outcomes have significantly positive impact on employee innovative behavior; expected image risk has significantly negative impact on employee innovative behavior; (2) expected image gains and expected positive performance outcomes have significantly positive impact on passion for inventing; expected image risk has significantly negative impact on passion for inventing; (3) passion for inventing has significantly positive impact on employee innovative behavior; (4) passion for inventing has mediator effect on the relationship between outcome expectations of innovative behavior ( expected image risks, expected image gains, expected positive performance outcomes ) and employee innovative behavior. Key Words: Outcome expectations of innovative behavior Expected image risks Expected image gains Expected positive performance outcomes Passion for inventing Employee’s innovative behavior V 目录 第1章 绪论 ......................... 1 1.1 研究背景 ............... 1 1.2 研究问题和研究意义 .......................... 3 1.2.1 研究问题 ........ 3 1.2.2 研究意义 ........ 3 1.3 研究方法 ...................... 4 1.4 技术路线 ...................... 5 1.5 研究框架 ...................... 6 1.6 本章小结 ...................... 7 第2章 文献综述与相关理论 ........... 9 2.1 员工创新行为 ....... 9 2.1.1 员工创新行为的概念 ................... 9 2.1.2 员工创新行为的测量 ................. 10 2.1.3 员工创新行为的影响因素研究 . 11 2.2 创造热情 ............. 14 2.2.1 创造热情的概念 ......................... 14 2.2.2 创造热情的测量 ......................... 15 2.2.3 创造热情的相关研究 ................. 15 2.3 创新结果预期 ..... 17 2.3.1 正向绩效结果预期 ..................... 17 2.3.2 形象结果预期 ............................. 19 2.4 相关理论 ............. 21 2.4.1 期望理论 ...... 21 2.4.2 情绪唤醒模型 ............................. 22 2.4.3 积极情绪“拓展-建构”理论 .... 23 2.5 文献述评 ............. 23 2.6 本章小结 ............. 24 第3章 模型构建与研究假设 .......... 25 VI 3.1 概念模型 ............. 25 3.2 研究假设 ............. 26 3.2.1 创新结果预期对员工创新行为的影响 .................... 26 3.2.2 创造热情对员工创新行为的影响 ............................ 28 3.2.3 创新结果预期对创造热情的影响 ............................ 29 3.2.4 创造热情的中介作用 ................. 30 3.3 本章小结 ............. 31 第4章 研究设计 .................... 33 4.1 问卷设计 ............. 33 4.1.1 问卷设计过程 ............................. 33 4.1.2 问卷收集过程 ............................. 34 4.1.3 问卷的基本内容 ......................... 36 4.2 变量测量 ............. 36 4.2.1 创造热情的测量 ......................... 37 4.2.2 形象风险预期的测量 ................. 37 4.2.3 形象收益预期的测量 ................. 38 4.2.4 正向绩效结果预期的测量 ......... 38 4.2.5 员工创新行为的测量 ................. 39 4.2.6 内在兴趣的测量 ......................... 40 4.3 预调研分析 ......... 41 4.3.1 项目分析 ...... 41 4.3.2 信度分析 ...... 43 4.3.3 因素分析 ...... 45 4.4 本章小结 ............. 47 第5章 数据分析与假设检验 .......... 49 5.1 数据收集、样本描述与检验 ............ 49 5.1.1 数据收集 ...... 49 5.1.2 描述性统计分析 ......................... 50 5.1.3 样本数据正态性检验 ................. 53 5.1.4 人口统计变量对各变量的影响分析 ........................ 54 VII 5.2 信度分析和效度分析 ........................ 57 5.2.1 信度分析 ...... 57 5.2.2 效度分析 ...... 58 5.3 层次回归分析 ..... 63 5.3.1 相关分析 ...... 63 5.3.2 回归分析三大问题检验 ............. 64 5.3.3 创新结果预期影响创新行为的回归分析 ................ 65 5.4 结构方程分析 ..... 66 5.4.1 模型拟合 ...... 66 5.4.2 假设检验 ...... 67 5.5 研究结果讨论 ..... 69 5.5.1 创新结果预期对员工创新行为的影响 .................... 69 5.5.2创新结果预期对创造热情的影响 ............................. 71 5.5.3创造热情对员工创新行为的影响 ............................. 72 5.5.4 创造热情的中介作用 ................. 72 5.5.5 人口统计变量对各变量的影响 . 74 5.6 假设检验结果 ..... 74 5.7 本章小结 ............. 75 第6章 结论与启示 .................. 77 6.1 研究结论 ...................... 77 6.2 理论贡献与管理建议 ............ 77 6.2.1 理论贡献 .................. 77 6.2.2 管理建议 .................. 7