论文部分内容阅读
提升金融业服务创新能力,可推动金融业服务实体经济,促进金融业健康发展。金融业服务特性决定了员工在金融业创新过程中的作用更为重要。该文基于上海某大型金融企业235份有效问卷及7位员工的深度访谈,运用STATA软件采用Ordered logistic方法,实证分析了金融业员工创新行为与组织认同关系。研究发现,金融业员工创新行为的影响因素依次为性别、行业认同感、岗位认同感和专业知识学习,企业认同感、年龄、教育、职务及家人支持程度与员工创新行为没有显著关系。该文还发现,金融业员工性别差异仅是组织认同与心理资本的有限中介变量,行业认同、企业认同和岗位认同两两相关性显著。其中,行业认同与企业认同高度相关,表明金融业员工对组织的认同,不仅是对企业的认同,还缘于对行业的认同。该文建议,金融企业及相关部门应高度重视金融业女性员工创新能力,积极引导员工把行业认同感转变为企业认同感,并充分发挥主管在提升员工组织认同感过程中的作用。
Improving the service innovation capability of the financial industry can promote the financial industry to serve the real economy and promote the healthy development of the financial industry. The characteristics of the financial services industry determine the role of employees in the financial industry innovation is more important. Based on 235 valid questionnaires and 7 in-depth interviews with a large financial enterprise in Shanghai, the article uses Ordered logistic method with STATA software to empirically analyze the relationship between innovation behavior and organizational identity in financial industry. The study found that the factors influencing the innovation behavior of financial employees were gender, industry identity, job identity and professional knowledge learning, business identity, age, education, job title and family support, which were not significantly related to employee innovation behavior. The article also finds that the gender difference of financial employees is only a limited intermediary variable of organizational identity and psychological capital. The industry identity, the corporate identity and the job identity are all significant correlations. Among them, the industry identity and business identity are highly relevant, indicating that the recognition of financial organizations, employees of the organization, not only the identity of enterprises, but also due to industry recognition. The article suggests that financial enterprises and relevant departments should attach great importance to innovation ability of female employees in financial industry and actively guide employees to transform their industry identity into corporate identity and give full play to the role of supervisors in enhancing employee organizational identity.