哈尔滨工业大学管理学硕士学位论文
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摘要
在国家大力推进创新驱动发展战略的时代背景下，企业作为国家社会经
济的基本组成部分，就必须肩负起“以创新，谋发展”的重任。知识型企业
具有以知识为核心资源，以供应高附加值的知识产品和服务为目标，以知识
创新作为发展源泉的特点，这些特点决定了知识型企业将会在国家创新发展
过程中发挥重要作用。而员工作为企业的主体部分，企业的整体创新绩效需
要由广大员工的个体绩效所构成。知识是创新的基础与来源，持续创新的前
提就是不断通过学习来完善自己的知识体系，使之能够将各种知识融会贯通
为了更好的通过学习来提高知识型企业员工创新绩效，本文从双元学习角度
来分析员工创新绩效，并且同时探讨感知组织支持在其中发挥的作用，企业
如何从这两方面出发提升员工创新绩效，是本文试图解决的重点问题
本研究在回顾了社会交换理论和组织支持理论的基础上，从关注知识型
企业员工个体在什么情况下能发挥出自己最好的创新绩效水平的角度出发，
构建了双元学习对员工创新绩效的研究理论框架。对双元学习包括探索性学
习和利用性学习两个维度，以及二者的协同作用对员工创新绩效的影响进行
研究分析，同时把感知组织支持作为调节变量，据此构建了本文的研究模型，
并通过实证调查研究验证了探索性学习、利用性学习以及二者的协同作用对
员工创新绩效的正向影响关系，并证明了感知组织支持在其中所起到的调节
作用。本研究的数据来源于通过问卷调查所进行的实证研究，通过发放问卷
获得有效数据381份，使用SPSS软件检验了数据的信度、效度和共同方法
偏差，确保了数据的有效性，运用相关性分析以及回归分析验证了本研究的
所有假设
经实证分析可知，探索性学习、利用性学习和二者的协同作用对员工创
新绩效产生显著的正向影响，其中利用性学习对员工创新绩效的正向影响最
为显著。同时，感知组织支持及其两个维度在二者关系间起到调节作用，其
会增强双元学习对员工创新绩效的正向影响关系，其中情感性支持的影响更
为显著
根据本研究的结果，针对知识型企业如何有效地提高员工创新绩效这一
问题，为企业人力资源管理实践提供一些有益的参考。为了让员工表现出更
好的创新绩效水平，知识型企业的管理者可以通过大力开展双元学习活动、
哈尔滨工业大学管理学硕士学位论文
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引导员工正确看待双元学习、赋予员工工作自主性和尽可能的为员工提供情
感性和工具性支持这几项实践管理策略，来促进员工创新绩效的有效提升
关键词：双元学习；员工创新绩效；感知组织支持
哈尔滨工业大学管理学硕士学位论文
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Abstract
Under the background of our country’s vigorous promotion of innovation-
driven development strategy, as the basic component of the country’s social
economy, enterprises must shoulder the heavy responsibility of “innovation and
development”. Knowledge-based enterprises take knowledge as the core resource,
aim at providing high value-added knowledge products and knowledge services
and take knowledge innovation as the driving force of development. These
characteristics determine that knowledge-based enterprises will play an
important role in the process of national innovation development. Employees are
the main part of the company, and the enterprise’s overall innovation
performance needs to be composed of the general employees’ individual
innovation performance. Knowledge is the basis and the source of innovation.
The premise of continuous innovation is to continuously improve their
knowledge system through learning so that we can integrate various knowledge.
In order to better improve the innovation performance of employees in
knowledge-based enterprises through learning, this paper analyzed the employee
innovation performance from the perspective of ambidextrous learning, and tried
to explore the role of perceived organizational support in their relationship. This
paper focused on how companies improve their employees’ innovation
performance from ambidextrous learning and perceived organizational support.
Based on social exchange theory and organizational support theory and from
the point of view of knowledge-based enterprise employees in which conditions
can present their best innovative performance levels, this study constructed a
model focusing on the effects of ambidextrous learning on employee innovation
performance. This study analyzed the relationship between ambidextrous
learning and employee innovation performance. Ambidextrous learning was
divided into three dimensions including exploratory learning, exploitative
learning and the cooperation of the two. At the same time, the study introduced
perceived organizational support as mediator. The data used in this paper came
from a questionnaire research, which collected 381 valid data. And then I tested
the reliability, validity and common method biases to make sure of the
哈尔滨工业大学管理学硕士学位论文
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effectiveness of the data. Finally, the study hypotheses of this paper were
verified by using correlation analysis and hierarchical regression analysis.
The results of the empirical research showed that there was a significant
positive relationship between ambidextrous learning and its three dimensions and
the employee innovation performance. Among them, the exploitative learning
had the greatest significant positive influence on exploitative learning. At the
same time, perceived organizational support played a regulatory role, and it
enhanced the positive influence the ambidextrous learning had on employee
innovation performance.
Based on the results of this research, in view of the knowledge-based
enterprise problem that how to promote the employee innovation performance
effectively, this paper provided some reasonable advice for the enterprise human
resources management practice. In order to motivate employees to develop their
highest level of innovation performance, enterprise managers can vigorously
carry out ambidextrous learning activities, guide employees to correctly view
ambidextrous learning, give more autonomy to employees’ work and provide
employees with emotional and instrumental support as much as possible.
Keywords: ambidextrous learning, employee innovation performance, perceived
organizational support。。。。。。