中国经济发展迅速稳定，作为企业经济体系的基本单位做出了重要贡献。在 国家创新驱动发展的战略背景下，企业的创新能力决定了企业的发展趋势。作为 企业的创新源，员工的创新绩效和创新能力是许多研究人员关注的热点。本文着 重于员工的创新绩效，主要讨论了灵活的人力资源管理对创新绩效的影响以及具 有不同工作价值的员工对其的影响。人力资源灵活性作为企业的动态能力，是组 织保持灵活性和增强市场竞争的主要因素。这也是促进员工创新的重要条件。它 主要强调采取灵活的措施以适应动态的环境变化和要求。员工不同的价值观和工 作态度会对工作行为产生不同的影响。 基于创造力理论和特质激活理论，本文采用回归分析法和模糊集定性比较分 析法，采用统计分析软件对收集的问卷进行分析。通过在线和离线渠道检索400 份在线问卷，其中380份有效。通过回归分析得出的结论是，灵活的人力资源管 理与员工创新绩效成正相关，即员工行为灵活性，技能灵活性和人力资源实践灵 活性都对员工创新绩效有贡献。工作价值部分调节着灵活的人力资源管理与员工 创新绩效之间的关系。其中，能力和成长，地位和独立性的价值观积极地调节了 员工技能灵活性与员工创新绩效之间的关系，而舒适度和安全性价值观的调整效 果并不显着。通过定性分析和比较，可以找到触发员工创新行为的7条路径，最 后得出结论，员工的行为灵活性，员工地位和以自我为导向的价值观是促进员工 创新绩效的核心因素。在一定条件下具有协同作用，能力增长值和地位独立值在 一定条件下具有替代作用。 这项研究进一步丰富了人力资源灵活性和员工创新的研究内容。通过新的视 角，它在现有理论的基础上对员工创新绩效进行了更深入的讨论。创新绩效时， 不仅要采用灵活的管理模式，还要重视员工自身的特点，对具有不同价值取向的 员工采取不同的管理方式。 关键词：员工创新绩效；人力资源柔性管理；工作价值观；企业员工 2 Abstract Content：China's economy has developed rapidly and steadily, and it has made a very important contribution as a basic unit of the economic system-enterprises. Under the strategic background of national innovation-driven development, the innovation ability of an enterprise determines the development trend of the enterprise. As an innovation source of an enterprise, employees' innovation performance and innovation ability are hot topics for many researchers. This article focuses on employee innovation performance, and mainly discusses the impact of flexible human resource management on innovation performance and the impact of employees with different work values on it. Human resource flexibility, as an enterprise's dynamic capability, is the main factor for organizations to maintain flexibility and enhance market competition. It is also an important condition for promoting employee innovation. It mainly emphasizes on adopting flexible measures to adapt to dynamic environmental changes and requirements. Different values and working attitudes of employees will have different effects on work behaviors. Based on creativity theory and trait activation theory, this article uses regression analysis method and fuzzy set qualitative comparison analysis method to analyze the collected questionnaire using statistical analysis software. Methods: 400 online questionnaires were retrieved through online and offline channels, of which 380 were valid. Through regression analysis, it is concluded that flexible human resource management is positively related to employee innovation performance, that is, employee behavior flexibility, skill flexibility, and human resource practice flexibility all contribute to employee innovation performance. The work values partly regulate the relationship between flexible management of human resources and employee innovation performance. Among them, the values of ability and growth, status and independence positively regulate the relationship between employee skill flexibility and employee innovation performance, and the adjustment effects of comfort and safety values are not significant. Through qualitative analysis and 3 comparison, we can find 7 paths that trigger employees 'innovative behaviors, and finally conclude that employees' behavior flexibility, employee status and independent-oriented values are the core factors that promote employee innovation performance. Under certain conditions, it has a synergistic effect, and the values of ability growth and independent values of status have a substitute effect under certain conditions. This study further enriches the research content of human resources flexibility and employee innovation. Through a new perspective, it has a deeper discussion on employee innovation performance on the basis of existing theories. When innovating performance, we must not only adopt a flexible management model, but also pay attention to the characteristics of employees themselves and adopt different management methods for employees with different value orientations. Key words: Employee creativity performance; Human resource flexibility; Work values; Enterprise staff 4 目录 1. 绪论 ......................................................................................................................................... 1 1.1选题背景 ....................................................................................................................................... 1 1.2研究目的 ....................................................................................................................................... 3 1.3研究意义 ....................................................................................................................................... 4 1.3.1理论意义 ................................................................................................................................ 4 1.3.2现实意义 ................................................................................................................................ 4 1.4研究内容 ....................................................................................................................................... 5 1.5研究方法 ....................................................................................................................................... 6 1.6研究思路与技术路线 ................................................................................................................... 7 2. 基础理论与国内外相关研究综述 ........................................................................................... 8 2.1相关理论概述 ............................................................................................................................... 8 2.1.1创造力成分理论 .................................................................................................................... 8 2.1.2特质激活理论 ........................................................................................................................ 9 2.2国内外相关研究综述 ................................................................................................................. 10 2.1.1员工创新绩效的相关研究 .................................................................................................. 10 2.2.2人力资源柔性的相关研究 .................................................................................................. 12 2.2.3员工工作价值观的相关研究 .............................................................................................. 14 2.3文献评述 ..................................................................................................................................... 15 3. 研究设计 ................................................................................................................................ 17 3.1研究假设与概念模型 ................................................................................................................. 17 3.1.1人力资源柔性与员工创新绩效 .......................................................................................... 17 3.1.2员工工作价值观的调节作用 .............................................................................................. 18 3.1.3研究概念模型 ...................................................................................................................... 20 3.2研