知识经济背景下，企业发展日益依赖对员工的知识、技能和创新潜能等人力 资本的有效利用。大量的知识密集型企业逐渐代替传统的劳动密集型和资本密集 型企业。在这类企业中，越来越多的企业将决策权下放给员工，并且推出多种形 式的员工持股计划，总体呈现一种雇佣关系民主治理的局面。与此同时，知识密 集型企业越来越重视员工的创造力，而采用哪种治理机制能够最有效地激发员工 创造力是这些企业面临的关键问题。因此，本研究期望通过探究雇佣关系民主治 理与员工创造力之间的作用机制，为企业改善雇佣关系治理机制和激发员工创造 力提供一定的理论和实践指引。 基于战略性人力资源管理中的AMO框架与自我决定理论，本研究构建了雇 佣关系民主治理、内在动机和员工创造力之间的跨层次概念关系模型，并引入组 织知识密集度这一情境因素。首先，本研究探讨了知识密集型企业的雇佣关系民 主治理对员工创造力的影响及其作用机制。其次，本研究检验内在动机是否是雇 佣关系民主治理对员工创造力产生影响的中介变量，尝试打开雇佣关系民主治理 与员工创造力之间作用的“黑箱”。最后，本文以组织知识密集度为调节变量， 探讨其对雇佣关系民主治理和员工内在动机的调节作用。 通过来自54家企业的54份人力资源管理者问卷与276份员工问卷的配对数 据，建立跨层次数据模型。实证研究结果发现：（1）雇佣关系民主治理显著正 向影响员工创造力；（2）内在动机在雇佣关系民主治理与员工创造力间起部分 中介作用；（3）组织知识密集度对雇佣关系民主治理与员工内在动机的正向关 系间有着显著强化作用；（4）雇佣关系民主治理和组织知识密集度的交互作用 通过内在动机的中介作用，进而影响员工创造力。 本文的理论分析和实证结果表明，雇佣关系民主治理与员工创造力正相关， 且内在动机在两者之间起部分中介作用，组织知识密集度调节了雇佣关系民主治 理与员工内在动机之间的关系。一方面，本研究深化了对知识密集型企业的雇佣 关系民主治理、内在动机、员工创造力和组织知识密集度研究的理解。另一方面， 本研究为构建雇佣关系民主治理机制和激活员工创造力提供了理论参考和实践 指导。 关键词：雇佣关系民主治理，员工创造力，内在动机，组织知识密集度 浙江工业大学硕士学位论文 II DEMOCRATIC GOVERNANCE OF EMPLOYMENT RELATIONS AND EMPLOYEE CREATIVITY IN KNOWLEDGE-INTENSIVE ORGANIZATIONS ABSTRACT In the era of knowledge economy, enterprise development increasingly depends on the effective utilization of human capital such as employees' knowledge and skills and innovation potential. A large number of knowledge-intensive enterprises gradually replace the traditional labor-intensive and capital-intensive enterprises. In such enterprises, more and more enterprises delegate decision-making power to employees, and introduce various forms of employee stock ownership plans, generally presenting a situation of democratic governance of employment relations. At the same time, knowledge-intensive enterprises pay more and more attention to employee creativity, and which governance mechanism can best stimulate the employee creativity is the key issue for these enterprises. Therefore, this study expects to reveal the influence mechanism between democratic governance of employment relations and employee creativity, so as to provide certain theoretical and practical guidance for enterprises to improve the governance mechanism of employment relations and stimulate employee creativity. Based on AMO framework of strategic human resource management theory and self-determined theory, this study constructs a cross-level concept model between democratic governance of employment relations, intrinsic motivation and employee creativity, and introduces the situational factor of organizational knowledge intensity. Firstly, this study explores the influence mechanism of democratic governance of employment relations on employee creativity in knowledge-intensive organizations. Secondly, this study examines whether organizational knowledge intensity is a mediating variable between democratic governance of employment relations and employee creativity. Finally, organizational knowledge intensity is taken as a moderating variable for the relationship between democratic governance of employment relations and intrinsic motivation. With a sample of 54 enterprises and 276 employees, this study established a cross-level data model. The empirical results showed that: (1) democratic governance of employment relations was positively related to employee creativity. (2) Intrinsic 知识密集型组织的雇佣关系民主治理和员工创造力研究 III motivation partially mediated the relationship between democratic governance of employment relations and employee creativity. (3) Organizational knowledge intensity moderated the relationship between democratic governance of employment relations and intrinsic motivation. (4) The interaction between democratic governance of employment relations and organizational knowledge intensity influenced employee creativity through intrinsic motivation. The theoretical analysis and empirical results of this study show that democratic management of employment relations is positively correlated with employee creativity, and intrinsic motivation plays a part of intermediary role between the two. Besides, organizational knowledge intensity moderates the relationship between democratic governance of employment relations and employees' intrinsic motivation. On the one hand, this study deepens the understanding of the democratic governance of governance relationships, intrinsic motivation, employee creativity, and organizational knowledge intensity in knowledge-intensive firms. On the other hand, this study provides theoretical reference and practical guidance for constructing a democratic governance mechanism of employment relations and activating employee creativity. KEY WORDS: democratic governance of employment relations, employee creativity, intrinsic motivation, organizational knowledge intensity 浙江工业大学硕士学位论文 IV 目 录 摘要 ............................................................................................................................... I ABSTRACT ..................................................................................................................... II 目 录 ............................................................................................................................ IV 插图清单 ....................................................................................................................... VII 表格清单 ....................................................................................................................... VII 第一章 绪 论 ................................................................................................................ 1 1.1 研究背景与问题提出 ........................................................................................ 1 1.2 研究意义 ............................................................................................................ 3 1.2.1 理论意义 .................................................................................................. 3 1.2.2 现实意义 .................................................................................................. 4 1.3 研究内容与技术路线 ........................................................................................ 4 1.4 研究方法 ............................................................................................................ 6 1.5 主要创新点 ........................................................................................................ 6 第二章 文献综述 ............................................................................................................ 8 2.1 雇佣关系民主治理的研究现状 ........................................................................ 8 2.1.1 雇佣关系民主治理的概念 ...................................................................... 8 2.1.2 雇佣关系民主治理的影响因素 ............................................................ 12 2.1.3 雇佣关系民主治理的影响 .................................................................... 13 2.2 员工创造力相关理论研究 .............................................................................. 14 2.2.1 员工创造力的概念 ...............................................................................