中文摘要：

基于组织支持理论，检验了组织创新支持感对员工创新行为的影响机制。研究表明，组织创新支持感影响员工创意产生行为，并完全通过创意产生行为的中介作用，间接影响员工创意执行行为。在引入成就动机这一中介变量后，虽然组织创新支持感对员工创新行为仍存在直接影响，但这一直接影响路径系数显著下降，组织创新支持感通过成就动机的中介作用影响员工创意产生行为，进而影响其创意执行行为表现。在引入工作卷入的中介作用后，组织创新支持感对员工创新行为的直接影响也有明显下降，组织创新支持感通过工作卷入的中介作用影响员工创意产生行为，进而影响其创意执行行为表现。

英文摘要：

Based on the organizational support theory, this study empirically tests the mechanisms that the perceived organizational support for creativity affects employee creative behavior. The results show that perceived organizational support for creativity affects employee＇ producing creative behav- ior, and indirectly affects employee＇ executing creative behavior through employee＇ producing creative behavior completely. After achievement motivation enters the model, although perceived organization al support for creative still directly affects employee creative＇ producing behavior, but the direct affect path coefficient is sharply dropped. Perceived organizational support for creative indirectly affects em- ployee＇ producing creative behavior through achievement motivation, and then affects employee＇ exe- cuting creative behavior. After job involvement enters the model, the direct path coefficient from per- ceived organizational support for creative to employee creative＇ producing behavior is also dropped sig- nificantly. Perceived organizational support for creative indirectly affects employee＇ producing creative behavior through job involvement, and then affect employee＇ executing creative behavior.