差异化人才管理对员工创新绩效的“双刃剑”效应

王  辉; 李湘晴

差异化人才管理对员工创新绩效的“双刃剑”效应

引用本文：王辉，李湘晴.差异化人才管理对员工创新绩效的“双刃剑”效应[J].财经理论与实践,2023,(3):126-131

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作者	单位
王辉，李湘晴	（湘潭大学商学院，湖南湘潭 411105）

中文摘要:基于调节焦点理论和公平启发理论，运用结构方程模型考量差异化人才管理对员工创新绩效的影响机制。结果显示：促进定向工作重塑在差异化人才管理与员工创新绩效之间起正向中介作用，防御定向工作重塑在二者间起负向中介作用；组织公平感正向调节差异化人才管理与促进定向工作重塑之间的关系，负向调节差异化人才管理与防御定向工作重塑之间的关系；组织公平感增强促进定向工作重塑的正向中介作用，削弱防御定向工作重塑的负向中介作用。

中文关键词:差异化人才管理促进定向工作重塑防御定向工作重塑组织公平感员工创新绩效

The Double-edged Sword Effect of Differentiated Talent Management on Employee Innovative Performance

Abstract:Based on regulatory focus theory and fairness heuristic theory, this study constructs a structural equation model to investigate the relationship between differentiated talent management and employee innovative performance. The results show that: Differentiated talent management positively relates to employee innovative performance via promotion-focused job crafting, and negatively relates to employee innovative performance via prevention-focused job crafting. Organizational justice positively moderates the relationship between differentiated talent management and promotion-focused job crafting, and negatively moderates the relationship between differentiated talent management and prevention-focused job crafting. Organizational justice enhances the mediating effect of promotion-focused job crafting, and weakens the mediating effect of prevention-focused job crafting.

keywords:differentiated talent management promotion-focused job crafting prevention-focused job crafting organizational justice employee innovative performance

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