中文摘要：

本研究基于社会交换理论,使用跨层次分析技术,以100家企业及658名员工为样本,考察了承诺型人力资源管理实践对员工创新行为的影响及其作用机制。研究结果发现承诺型人力资源管理实践对员工创新行为具有显著正向影响,员工工作投入在二者之间起完全中介的作用。该研究结论为人力资源管理实践影响员工态度到影响员工行为这一理论链接提供有形的实证支撑,从而有助于揭示人力资源管理实践通过影响员工的态度和行为,最终影响组织绩效机制的中间过程。

英文摘要：

Drawing on social exchange theory, we examined the relationship between commitment-based human resource management practices and employee innovative behavior. Results of hierarchical liner model of 658employees from 100 organizations support the significant effects of organizational commitment-based HRM practices on employee innovative behavior, and the mediated role of employees＇job engagement. The conclusion for theory that human resource management practices affect employee attitudes to influence employee behavior provides tangible evidence, which helps to reveal the impact of human resource management practices through employee attitudes and behavior, and ultimately affect the middle of the process of organizational performance.