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The innovation of Employees depends on the intrinsic motivation of their work. This study hypothesizes that idiosyncratic deals can affect employee's affective commitment, enhance the intrinsic motivation of their work, and generate innovative behavior. In their relationship, perceived insider status is an important source of affective commitment. On the one hand, it can enhance the positive influence of idiosyncratic deals on affective commitment. On the other hand, it also partially explains the positive influence of idiosyncratic deals on affective commitment. The empirical study results show that the task idiosyncratic deals, flexible idiosyncratic deals and financial idiosyncratic deals significantly affect the affective commitment and employees’ innovative behavior. The perceived insider status negatively moderates the relationship between idiosyncratic deals and affective commitment. Based on this, our article proposes management practices. 内部人身份感知视角下个性化契约对员工创新行为影响研究 胡玮玮, 张润虹, 罗佳 浙江工商大学工商管理学院,杭州,中国 通讯作者 关键词:个性化契约;情感承诺;员工创新行为,内部人身份感知;多重中介 摘要:员工的创新有赖于其工作的内在动机,本文研究假设认为个性化契约能够影响员工的 情感承诺,增强其工作的内在动机,进而产生创新行为。内部人身份感知作为情感承诺重要 的来源,能够增强个性化契约对情感承诺的正向影响;还部分解释了个性化契约对情感承诺 的正向影响。实证研究结果显示,任务个性化契约、灵活个性化契约和薪酬个性化契约显著 影响情感承诺和员工创新行为,内部人身份感知负向调节了个性化契约与情感承诺基于此, 本文对管理实践提出建议。

Research on the Influence of Idiosyncratic Deals on Employees' Innovative Behavior Based on the Perspective of Perceived Insider Status