信息化、全球化进程的加快，使企业经营环境日趋复杂，能否在竞争激烈的市场取得竞 争优势成为企业抢占先机的关键。创新作为企业寻求发展的动力之源，是实现突破转型的重 要策略，更是赢得竞争优势的焦点。企业的创新与员工的创新息息相关，为研究并促进员工 创新，可以从员工思维方式层面着手。中庸作为中华民族优秀传统文化的精髓之一，已成为 一种深刻的思维方式影响着国人的言行。因此，深入探讨员工中庸思维与创新行为之间的作 用机制，对增强企业创新能力意义重大。 本研究基于文献探究中庸思维与创新行为相关理论及作用机理，并根据目标自我一致理 论引入员工满意度作为中介变量，根据社会认知理论引入创新自我效能感作为调节变量，同 时建立理论模型。其次对306份有效问卷进行实证分析，得到结论：（1）中庸思维对员工创 新行为存在显著的正向影响；（2）中庸思维对员工满意度存在显著的正向影响；（3）员工 满意度在中庸思维与创新行为之间存在部分中介作用；（4）创新自我效能感在员工中庸思维 与创新行为之间存在正向调节作用；（5）创新自我效能感在员工满意度与创新行为之间存在 正向调节作用。研究结论为企业加强员工创新提供了思维方式层的实践建议，为企业提高创 新力提供了员工心理角度的切入点，为企业以创新为目的注重员工满意度提供了有益启示。 关键词:中庸思维，创新行为，员工满意度，创新自我效能感 Abstract With the rapid development of informationization and globalization, the business environment of enterprises is becoming more and more complex. Whether enterprises can gain competitive advantage in the fiercely competitive market becomes the key to seize the opportunity. Innovation, as the source of power for enterprises to seek development, is an important strategy to break through transformation, and also the focus of winning competitive advantage. The innovation capability of enterprise is closely related to the innovation capability of employee. To study and promote the innovation capability of employee, we can start from the way of employee thinking. The zhongyong thinking, as one of the quintessences of the excellent traditional culture of the Chinese nation, has become a profound way of thinking that affects the people's words and deeds. Therefore, it is of great significance to explore the mechanism between employee's zhongyong thinking and innovation behavior in order to enhance the innovation ability of enterprises. Based on the literature, this study explores the relevant theories and mechanisms of zhongyong thinking and innovation behavior, and introduces employee satisfaction as a mediating variable according to goal self-consistency theory, and innovation self-efficacy as a moderating variable according to social cognitive theory. At the same time, it sets up a theoretical model. Then, the empirical analysis of 306 valid questionnaires shows that: (1) zhongyong thinking has a prominent positive effect on employee’s innovation behavior; (2) zhongyong thinking has a prominent positive effect on employee’s satisfaction; (3) Employee’s satisfaction has a partial mediating role between zhongyong thinking and innovation behavior; (4) Innovative self-efficacy has a positive moderating role between employees’ zhongyong thinking and innovation behavior; (5) Innovative self-efficacy has a positive moderating role between employee’s satisfaction and innovation behavior. The conclusion of the study provides practical suggestions for enterprises to strengthen employee innovation at the way of thinking, provides a breakthrough point for enterprises to improve their innovation ability from the psychological perspective of employees, and provides beneficial inspiration for enterprises to focus on employee satisfaction with the purpose of innovation. Key words: zhongyong thinking, innovation behavior , employee’s satisfaction , innovative self-efficacy 目录 第一章 绪论 ....................... 1 1.1研究背景 ..................... 1 1.2研究意义 ..................... 2 1.2.1理论意义 .............. 2 1.2.2实践意义 .............. 2 1.3研究思路与方法 ......... 2 1.3.1研究思路 .............. 2 1.3.2研究方法 .............. 3 1.4研究内容 ..................... 3 1.5技术路线 ..................... 5 1.6可能的创新之处 ......... 6 第二章 研究综述 ............... 7 2.1中庸思维 ..................... 7 2.1.1中庸思维内涵 ...... 7 2.1.2中庸思维维度和测量 ......................... 7 2.1.3中庸思维相关研究 ............................. 8 2.2员工满意度 ............... 10 2.2.1员工满意度内涵 10 2.2.2员工满意度维度和测量 ................... 10 2.2.3员工满意度相关研究 ....................... 11 2.3创新行为 ................... 11 2.3.1创新行为内涵 .... 11 2.3.2创新行为维度和测量 ....................... 12 2.3.3创新行为影响因素研究 ................... 12 2.4创新自我效能感 ....... 16 2.4.1创新自我效能感内涵 ....................... 16 2.4.2创新自我效能感维度和测量 ........... 16 2.4.3创新自我效能感相关研究 ............... 17 2.5中庸思维和创新行为的综述回顾 .......... 18 第三章 研究假设与模型构建 ........................ 20 3.1理论基础 ................... 20 3.1.1目标自我一致理论 ........................... 20 3.1.2社会认知理论 .... 20 3.2研究假设 ................... 21 3.2.1中庸思维与创新行为 ....................... 21 3.2.2员工满意度的中介作用 ................... 22 3.2.3创新自我效能感的调节作用 ........... 23 3.3理论研究模型 ........... 24 第四章 研究设计 ............. 25 4.1样本选择与数据来源 .............................. 25 4.2样本结构统计 ........... 25 4.3量表选择 ................... 26 4.4问卷编制 ................... 27 第五章 数据分析与模型检验 ........................ 28 5.1量表信效度分析 ....... 28 5.1.1信度分析 ............ 28 5.1.2效度分析 ............ 28 5.2 人口统计变量差异性分析 ..................... 31 5.3 变量间相关分析 ...... 34 5.4 研究假设检验 .......... 35 5.4.1主效应与中介效应的检验 ............... 35 5.4.2调节效应的检验 36 5.5研究假设结果 ........... 40 第六章 研究结论与展望 . 41 6.1研究结论 ................... 41 6.1.1人口统计变量的差异分析 ............... 41 6.1.2中庸思维对创新行为的促进作用 ... 41 6.1.3员工满意度在中庸思维与创新行为之间的中介作用 .. 41 6.1.4创新自我效能感的调节作用 ........... 42 6.2研究启示 ................... 42 6.2.1中庸思维视角的启示 ....................... 42 6.2.2员工满意度视角的启示 ................... 43 6.2.3创新自我效能感视角的启示 ........... 44 6.3局限与展望 ............... 44。。。。。。以下内容略