中国企业个性化契约对员工创造力的影响研究 -创新自我效能感的中介作用与领导-成员交换的调节作用-

서지정보

· 발행기관 : 한중사회과학학회
· 수록지 정보 : 한중사회과학연구 / 20권 / 1호 / 281 ~ 299페이지
· 저자명 : 胡宁, 최명철

초록

Recently, individualized employment and contracts have received widespread attention in the HR field. The individualized contract is to arrange work tailored to the individual according to the ability and demand of the employee, and for this purpose, negotiations are carried out individually between the employee and the employer.
Despite this practical necessity and academic importance, studies in China on this issue are very scarce.
Thus, this paper tried to study the effect of individualized contracts on creative self-efficacy and employee creativity in Chinese companies, as well as the mediating role of creative self-efficacy and the moderating role of LMX. The questionnaire was designed based on foreign theories and the Chinese situation, and 310 valid questionnaires were collected by conducting a survey targeting employees of state-owned enterprises in Shandong Province. The data thus obtained were empirically analyzed using SPSS and LISREL.
The statistical results revealed that individualized contracts had a positive effect on creative self-efficacy and employee creativity, and that creative self-efficacy had a positive effect on employee creativity. Creative self-efficacy had a mediating effect between individual contract and employee creativity, and boss-subordinate exchange relationship had a negative moderating effect between individual contract and creative self-efficacy.
In this study, individualized contracts improved creative self-efficacy and employee creativity, indicating that individualized contracts play a very important role in human resource management of Chinese companies.
In addition, the results that creative self-efficacy enhances employee creativity and that creative self-efficacy mediates between individual contracts and employee creativity show that it is necessary to enhance creative self-efficacy for Chinese employees in the field of work. These research results suggest important theoretical and practical implications for employee management in Chinese companies.

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