I
摘要
在当今知识经济的动态背景下，创新已经成为决定企业生存和长远发展的
关键动力。员工作为企业的重要组成，其创新行为既是企业创新绩效的直接来
源也是企业持续创新的有力保障。如何激发和管理员工创新行为是当今学术研
究和管理实务中的热点问题。大量研究已经在个体层面和组织层面对创新行为
的影响因素进行分析，却很少有学者注意到预期对员工创新行为的作用。心理
学试验结果显示，个体对其行为结果的预期是支配该行为的重要因素之一。并
且，个体对创新活动的热情有利于提高个体思维的灵活性和创造性。但是，在
现有的个体创新文献中，很少有文献能够清楚阐述创新结果预期对员工创新行
为的影响机制以及创新结果预期、创造热情、员工创新行为之间的关系。实务
中，研究员工创新结果预期对创新行为的影响也能为企业管理实践提供建议
本研究以企业员工作为研究对象，将创新结果预期（形象风险预期、形象
收益预期和正向绩效结果预期）、创造热情、员工创新行为纳入同一关系模型
之中。利用SPSS21.0和Amos21.0通过对296份有效配对问卷进行相关分析和
回归分析，构建并验证结构方程模型来探讨创新结果预期（形象风险预期、形
象收益预期和正向绩效结果预期）对员工创新行为的影响以及创造热情在其中
发挥的中介作用
研究结果表明：（1）形象风险预期显著负向影响员工创新行为，形象收益
预期和正向绩效结果预期显著正向影响员工创新行为；（2）形象风险预期显著
负向影响创造热情，形象收益预期和正向绩效结果预期显著正向影响创造热情；
（3）创造热情显著正向影响员工创新行为；（4）创造热情在创新结果预期（形
象风险预期、形象收益预期和正向绩效结果预期）对员工创新行为的影响中起
中介作用
关键词：形象风险预期形象收益预期正向绩效结果预期创造热情
员工创新行为
III
Abstract
Under the dynamic background of knowledge economy, innovation has become
the key driver to determine the survival and long-term development of enterprises.
Employee is the important part of the company, and its innovative behavior is the
direct source of innovation performance and the strong guarantee for continuous
innovation of the company. How to motivate and manage employee innovative
behavior has been a hot issue in academic research and management practice. A
large number of studies have analyzed how the individual factors and organization
factors affected innovative behavior, but few people pay attention to the effect of
expectation on employee innovative behavior. The results of psychological tests
show that the expectations of individual’s behavior outcomes are one of the
important factors that govern their behavior. Moreover, the passion of individual for
innovative activities helps them improve the flexibility and creativity of individual
thinking. However, in the existing individual innovation literature, few literature
clearly explained the impact mechanism of outcome expectations of innovative
behavior on employee innovative behavior, and the relationship between outcome
expectations of innovative behavior, passion for inventing and employee innovative
behavior. Also, the study of the impact of innovation outcomes expectations on
employee innovative behavior can also provide practical recommendations for
business management practices.
This research regarded the employees in enterprise as the research target and used
SPSS21.0 and Amos21.0. The survey was conducted and total 296 valid paired
questionnaires were returned. This research constructed a conceptual model about
the interaction among expected image risks, expected image gains, expected positive
performance outcomes, passion for inventing and employee innovative behavior.
Besides, correlation analysis andregressive analysis were put in this paper. The
structure equation model was built and verified. A positive analysis was applied to
study the relationship between outcome expectations of innovative behavior
（expected image risks, expected image gain, expected positive performance
outcomes）and employee innovative behavior, as well as the mediator effect of
passion for inventing.
IV
The results show that: (1) expected image gains and expected positive
performance outcomes have significantly positive impact on employee innovative
behavior; expected image risk has significantly negative impact on employee
innovative behavior; (2) expected image gains and expected positive performance
outcomes have significantly positive impact on passion for inventing; expected
image risk has significantly negative impact on passion for inventing; (3) passion for
inventing has significantly positive impact on employee innovative behavior; (4)
passion for inventing has mediator effect on the relationship between outcome
expectations of innovative behavior ( expected image risks, expected image gains,
expected positive performance outcomes ) and employee innovative behavior.
Key Words: Outcome expectations of innovative behaviorExpected image
risksExpected image gainsExpected positive performance outcomes
Passion for inventingEmployee’s innovative behavior。