高绩效人力资源管理系统与员工创新行为 ：建言行为的竞争机制研究

如何促进员工的创新行为对组织的发展至关重要。本研究通过多源、多时点调研方式，对我国技术型企业的人力资源部门负责人及其下属员工进行问卷调查，探讨了组织实施的高绩效人力资源管理系统对员工创新行为的影响，并检验了促进性建言与抑制性建言的竞争性中介作用及心理安全感的调节作用。研究结果表明：组织实施的高绩效人力资源管理系统对员工创新行为有显著正向影响；促进性建言和抑制性建言在高绩效人力资源管理系统与员工创新行为间表现出部分中介作用；心理安全感调节了高绩效人力资源管理系统与促进性建言之间的关系；同时，心理安全感还调节了促进性建言对高绩效人力资源管理系统与员工创新行为关系的中介作用。

High-Performance Human Resource Management System and EmployeesInnovative Behavior:A Study of Competitive Mechanism of Advocacy Behavior

How to promote the innovative behavior of employees is essential to the development of the organization. This study, by investigatingthe heads of the human resource(HR) department of China''s technology-based enterprises and their subordinate employees through a multi-sourceand multi-point questionnaire survey, examined the impacts of the high-performance HR management system implemented by the organization onthe innovation behavior of employees, and tested the mediating role of competition and the moderating role of the sense of psychological security ofpromotional advice and inhibitory advice. The research results showed that: 1) The high-performance HR management system has a significantpositive impact on the innovation behavior of employees. 2) Promotional and inhibitory comments showed part of the intermediary effects betweenthe high-performanee HR management system and the innovative behavior of employees. 3 )The sense of psychological security has adjusted therelationship between high-performance HR management system and promotional advice.4)The sense of psychelogical security also regulatesthe mediating effect of promotional advice on the relationship between high-performance HR management systems and employees'' innovative behaviors.