員工動機導向對關係型心理契約與創新行為的關係之中介效果：主管利社會動機之調節角色

Mediation Effects of Employee Motivational Orientations on Relational Psychological Contract and Innovative Behavior Relationship: The Moderating Role of Supervisor Prosocial Motivation

員工創新行為對於組織成功及長期生存是非常重要的。根據心理契約的社會交換理論，關係型心理契約（RPC）是預測員工創新行為之主要因素。動機變項對RPC與員工創新行為的關係亦扮演重要中介角色，然探討動機中介角色之動機機制及其調節分析的研究文獻仍有限。所以，本研究整合心理契約理論、動機導向觀點和主管雙元角色架構，探討RPC與員工創新行為之關係：員工動機導向與主管利社會動機之調節式中介模型。本研究對象為台灣地區服務業462位現職員工及其109位直屬主管。結果顯示RPC愈高，員工愈會積極表現出創新行為。階層線性模式分析結果顯示，員工利社會動機和自我時間管理皆會對RPC與員工創新行為的關係產生中介效果。員工利社會動機對RPC與員工創新行為的關係之中介效果會因主管利社會動機高低而有所差異。最後，本研究進行理論與管理意涵的討論。 Employees' innovative behavior contributes significantly to the success and long-term survival of organizations. According to social exchange theory of psychological contract, supporting one's relational psychological contract (RPC) is a major reason why many people innovate. Although motivational variable also plays an important mediating role in RPC-innovation relationship, research on examining a moderated path analysis of the effect of RPC on employee innovative behavior remains limited. Therefore, drawing on psychological contract theory, motivational orientations perspective and dual roles framework of manager, the study explore the relationship between RPC and employees' innovative behavior: a moderated mediation model of employees motivational orientations and supervisor prosocial motivation. Survey data on dyadic sample of 482 employees and 109 supervisors of service industry in Taiwan suggest that the employees who placed more importance on their RPC were more likely to perform innovative behaviors. HLM analysis indicated that employees' prosocial value motivation (SPM) and self time management (STM) mediated the positive effect of RPC on innovative behaviors, respectively. Furthermore, results revealed that supervisor's prosocial value motivation moderated the mediation effect of SPM between RPC and employees' innovative behaviors. Finally, the study concludes with a discussion of theoretical and managerial implications.