雇佣关系模式下员工创新行为的跨层次影响机制

在大数据和人工智能技术时代，创新是破解企业发展难题和推动企业持续发展的关键环节。为了探索雇佣关系模式、组织支持感、组织认同感与员工创新行为之间的跨层次影响机制，通过调查福建、浙江和广东等地10家企业的300名企业员工，构建雇佣关系与员工创新行为之间影响关系的模型，考察组织支持感和组织认同感在两者关系中的效应，结果发现：雇佣关系对员工创新行为有显著正向影响，组织支持感在雇佣关系与员工创新行为之间具有部分中介作用，组织认同感在雇佣关系与员工的创新行为之间存在调节效应。企业在建立雇佣关系时，既要考虑经济因素，也要考虑社会因素，努力建立员工与企业之间牢固的心理纽带，以便促使其积极参与企业创新活动，推动企业可持续发展。

Cross-level Influence of the Employment Relationship Model on Employees Innovation

Innovation is the key to sustainable development for enterprises in the era of big data and AI. Based on the theory of social exchange, organizational support theory and organizational identity theory, the author studies the cross-level influence mechanism between employment relationship model and employee innovation behavior from the organizational level through a survey of 300 employees in 10 enterprises in Fujian,Zhejiang and Guangdong and comes to the following conclusions. First, employment relationship has a significant positive impact on employee innovation behavior; second, organizational support plays an intermediary role between employment relationship and employees innovation behavior;third,organizational identity has a regulatory effect between employment relationship and employee innovation behavior. The results suggest that enterprises must take both economic and social factors into consideration when establishing employment relationship so that the strong bond between enterprise and employees may drive the employees to innovation behavior and thus promote enterprise development.