真实创新预览、企业可雇佣性责任感与可雇佣型建言的关系

摘要

Three hundred and sixty-eight knowledge employees from 59 technology-based entrepreneurship enterprises were measured by questionnaires. From the perspective of individual cognition based on the new mode of employ-ee-organization relationship, this study attempted to reveal the relationship between corporate real innovation pre-view and knowledge employees′ employability voice, and on which the mediation of knowledge employees′ sense of corporate employability responsibility is. By an analysis in PLS-SEM, the results revealed that: 1) Corporate real innovation preview has significant positive effects on all dimensions of knowledge employees′ sense of corporate employability responsibility and their employability voice; 2) In all dimensions of knowledge employees′ sense of corporate employability responsibility, “based on the improvement of in-role competency” and “based on the im-provement of extra-role skills” respectively has not only a significant positive effect on knowledge employees′ em-ployability voice, but has a partial mediation on the relationship between corporate real innovation preview and knowledge employees′ employability voice; whereas the effect of “ based on career development” on knowledge em-ployees′ employability voice isn′t significant, and the mediation of that dimension on the relationship between cor-porate real innovation preview and knowledge employees′ employability voice isn′t significant either.%以59家科技型创业企业368名知识员工为被试，从新型员工—组织关系模式下个体认知的视角，探讨了企业真实创新预览与知识员工可雇佣型建言的关系，以及知识员工之企业可雇佣性责任感的中介作用。 PLS-SEM分析结果表明：（1）企业真实创新预览对知识员工的企业可雇佣性责任感各维度、可雇佣型建言具有显著正向影响；（2）知识员工的企业可雇佣性责任感各维度中，基于角色内胜任力提高、基于角色外能力提升2个维度对知识员工可雇佣型建言具有显著正向影响，并在企业真实创新预览与知识员工可雇佣型建言之间起部分中介作用；而基于个人生涯发展维度对知识员工可雇佣型建言的影响不显著，其在企业真实创新预览与知识员工可雇佣型建言之间也不起中介作用。