人际间社会支持对员工创新行为与工作绩效的影响——个人–环境匹配的中介效应
The Effect of Interpersonal Social Support on Employee Innovation Behavior and Job Performance: Mediating Effect of Individual-Environment Matching

基于社会交换理论，人际社会支持，例如来自上级、同事和亲朋好友的支持，对员工的创新行为和工作绩效有直接和间接的影响。人际间社会支持是一种外在激励因素，它通过个人–环境匹配的中介机制，将外在激励因素转化为内在动力。在前人研究的基础上，提出了“X-M-Y”的概念模型和相关假设，即人际支持通过个人–环境匹配作用于员工的创新行为和工作绩效提升。通过问卷调查，对266份来自不同公司各级员工的有效问卷进行数据处理和统计分析，检验结果表明，人际支持行为正向影响员工创新行为和工作绩效，同时个人–环境匹配在人际间支持与员工创新行为和工作绩效之间的关系中起部分中介作用。因此，组织管理应提高人际间社会支持和个人–环境匹配程度，以提高员工的工作绩效，激发创新行为的发生概率，促进组织与员工的双赢发展。
Based on social exchange theory, interpersonal social support, such as support from superiors, colleagues and relatives and friends, has a direct and indirect influences exerting on innovation behavior and work performance. Interpersonal social support is an extrinsic motivator, which transforms extrinsic motivator into intrinsic motivator through the intermediary mechanism of individual-environment matching. Based on the previous studies, this paper puts forward the ideal model of “X-M-Y” and relevant assumptions. Interpersonal support ACTS can be applied to the enhancement of work efficiency by means of personal-environment matching. Up to now, 266 ef-fective questionnaires have been analyzed from different company employees at all levels. It is testified that social support has positive effect on employee innovation and work performance. Meanwhile, the personal-environment matching plays a part of mediating role in the relationship between interpersonal support, employee innovation behavior and job performance. Therefore, the organizational management should give supports to interpersonal social and do the matches with individual and environment, so as to improve the work performance and to rise the probability of innovative behavior. All these efforts mean to promote the win-win development of organizations and employees.