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引用次数: 0
摘要
目的 本文以自我决定理论为基础,研究了远程工作环境下员工的创新行为。它通过员工复原力(ER)的中介机制,探讨了电子技能自我效能感(ESSE)与发展创新行为(IB)之间的关系,以跟上不断上升的变化速度,并将组织支持(OS)视为这些关系中的潜在调节因素。研究结果表明,ER 部分调节了 ESSE 和 IB 之间的关系。此外,就直接效应而言,结果发现 ESSE 直接影响 ER 和 IB。耐人寻味的是,调节作用加深了我们对预测 ESSE 和 ER 影响 IB 的细微条件的理解。尽管学术界对如何在个人层面激发创新行为的兴趣日益浓厚,但这方面的知识却十分匮乏。因此,本研究填补了这一空白,并打算分析将ESSE和IB联系起来的理论模型,该模型以ER为中介,以OS为调节,有利于未来的远程工作。此外,研究结果还为有关当代远程工作的文献增添了新的知识。它有助于为已经(或将要)转向远程和混合工作环境的组织设计、采用和实施政策与实践。
E-work self-efficacy and innovative behaviour: a moderated mediation analysis
Purpose
Based on self-determination theory, the paper examines the employee’s innovative behaviour in a remote-working context. It explores the relationship between e-skill self-efficacy (ESSE) in developing innovative behaviour (IB) to stay up with the rising rate of change through the mediating mechanism of employee resilience (ER) and considering organisational support (OS) as a potential moderator in these relationships.
Design/methodology/approach
The study adopted empirical research tested on 298 remote workers from the Indian IT and Education industry. Structural Equation Modelling (SEM) via Partial Least Squares (PLS) is the statistical methodology used.
Findings
The results identified that ER partially mediates the relationship between ESSE and IB. Further, for the direct effects, it was found that ESSE directly impacts ER and IB. Intriguingly, the moderating role adds depth to our understanding of predicting nuanced conditions under which ESSE and ER influence IB.
Originality/value
Due to organisational significance, IB is gaining increasing attention from scholars. There is a dearth of knowledge on how innovative behaviour can be stimulated at the individual level, despite the rising interest of academicians. Hence, this study bridges the gap and intends to analyse the theoretical model linking ESSE and IB mediated by ER and moderated by OS conducive to the future of remote work. Further, the findings add knowledge to the literature on contemporary remote working. It aids in designing, adopting and implementing policies and practices for the organisations that have (or will move) to remote and hybrid work settings.
期刊介绍:
■Communication, participation and involvement ■Developments in collective bargaining ■Equal opportunities ■Health and safety ■HRM ■Industrial relations and employment protection law ■Industrial relations management and reform ■Organizational change and people ■Personnel and recruitment ■Quality of working life