摘 要
随着经济全球化和技术变革的加速，企业竞争日益激烈，员工创造力逐渐成为组织可持续发展的核心驱动力。在此背景下，本研究旨在探讨薪酬激励机制与员工创造力提升之间的关联性，并进一步揭示其作用路径及边界条件。研究基于社会交换理论和激励理论，通过问卷调查法收集了来自不同行业326名员工的数据，并运用结构方程模型和多层次分析方法进行实证检验。结果表明，薪酬激励对员工创造力具有显著正向影响，且这种影响受到心理授权的中介作用以及组织支持氛围的调节作用。具体而言，合理的薪酬激励能够激发员工的工作热情和内在动机，而心理授权则在这一过程中起到桥梁作用；同时，高支持度的组织氛围能够强化薪酬激励对创造力的促进效果。本研究的创新点在于将心理授权纳入分析框架，深入解析了薪酬激励与员工创造力之间的内在机制，并首次从多层次视角考察了组织支持氛围的调节效应。此外，研究还为实践提供了重要启示，即企业在设计薪酬体系时应注重个性化和公平性，同时营造积极的支持环境以最大化激励效果。总体而言，本研究不仅丰富了薪酬激励与创造力领域的理论内涵，也为企业管理者优化人力资源策略提供了科学依据。
关键词：薪酬激励；员工创造力；心理授权；组织支持氛围；社会交换理论
Abstract
With the acceleration of economic globalization and technological change, business competition has become increasingly intense, and employee creativity has gradually emerged as the core driver of organizational sustainable development. Against this backdrop, this study aims to explore the relationship between compensation incentives and the enhancement of employee creativity, further revealing its mechanism and boundary conditions. Grounded in social exchange theory and motivation theory, data were collected from 326 employees across various industries using a questionnaire survey method, and empirical tests were conducted through structural equation modeling and multilevel analysis. The results indicate that compensation incentives have a significantly positive effect on employee creativity, with psychological empowerment acting as a mediator and organizational support climate serving as a moderator. Specifically, appropriate compensation incentives can stimulate employees' work enthusiasm and intrinsic motivation, while psychological empowerment plays a bridging role in this process. Moreover, a highly supportive organizational atmosphere can enhance the promoting effect of compensation incentives on creativity. The innovation of this study lies in incorporating psychological empowerment into the analytical fr amework, providing an in-depth examination of the underlying mechanism between compensation incentives and employee creativity, and examining the moderating effect of organizational support climate from a multilevel perspective for the first time. Additionally, this research offers important practical implications, suggesting that enterprises should focus on personalization and fairness when designing compensation systems and create a positive support environment to maximize incentive effects. Overall, this study not only enriches the theoretical connotations of compensation incentives and creativity but also provides scientific evidence for managers to optimize human resource strategies.
Keywords: Compensation Incentive; Employee Creativity; Psychological Empowerment; Organizational Support Atmosphere; Social Exchange Theory
目 录
1绪论 1
1.1薪酬激励与员工创造力提升的研究背景 1
1.2研究薪酬激励与员工创造力提升的意义 1
1.3国内外研究现状分析 1
1.4本文研究方法与技术路线 2
2薪酬激励对员工创造力的理论基础 2
2.1薪酬激励的基本概念与类型 2
2.2员工创造力的内涵与测量方法 3
2.3薪酬激励与员工创造力的相关理论 3
2.4激励机制对创造力影响的作用机理 4
2.5理论框架构建与假设提出 4
3薪酬激励与员工创造力的实证研究 5
3.1研究样本与数据来源 5
3.2实证模型的设计与变量选择 5
3.3数据分析方法与工具应用 6
3.4实证结果分析与讨论 6
3.5激励方式对不同群体创造力的影响 7
4提升员工创造力的薪酬激励策略优化 7
4.1当前薪酬激励体系存在的问题 7
4.2针对性优化策略设计 8
4.3不同行业薪酬激励方案的比较分析 8
4.4激励策略实施中的关键因素探讨 9
4.5政策建议与实践指导 9
结论 11
参考文献 12
致 谢 13
