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关于员工多样性与绩效的关系,已有的研究并无定论。将研究层次限定在个体层面,以信息决策理论、社会分类理论、断层线理论等为基础,选取个体感知差异来刻画组织的多样性情况,深入研究其对个体创新绩效的具体作用机理。面向全国多家企事业单位展开调研,回收有效问卷306份,对数据进行分层回归分析的结果表明:员工多样性与个体创新绩效正相关;知识共享部分中介了这一正向关系;员工对待多样性的态度对此中介过程发挥调节作用。随着个体对多样性的态度越来越积极、正面,多样性对知识共享的促进作用越来越显著。
On the relationship between employee diversity and performance, the existing research is inconclusive. Based on the information decision-making theory, social classification theory and fault line theory, this paper chooses the individual perception differences to characterize the diversity of the organization and deeply studies its specific mechanism of individual innovation performance. Faced with a number of enterprises and institutions nationwide to investigate and collect 306 valid questionnaires, the data stratified regression analysis showed that: employee diversity and individual innovation performance is positively related; knowledge sharing part of the mediation of the positive relationship; staff treatment The diversity of attitudes mediates this intermediation process. As individuals become more and more positive about diversity, positive and diversified roles of knowledge sharing are more and more obvious.