Abstract:

This paper intends to explore the effect of family supportive supervisor behavior (FSSB) on employee innovation. Based on the conservation of resources theory and the social cognitive theory, it proposes the mediating role of general self-efficacy and the moderating role of gender (including employees’ gender and supervisors’ gender). The results of a three-wave survey on married employees with children (Study 1, n=222) show that FSSB has a positive impact on employee general self-efficacy. General self-efficacy has a positive impact on employee innovative behavior, further, mediates the relationship between FSSB and employee innovative behavior. These direct and indirect relationships are moderated by employees’ gender, such that they are significant for female employees. These findings are replicated by a supervisor-subordinate matched survey study (Study 2, employee n=158, and supervisor n=32). Moreover, supervisors’ gender moderates the relationship between FSSB and employee general self-efficacy, such that this direct relationship is stronger for male supervisors. This paper provides a nuanced view on the linkage between FSSB and employee innovative behavior, and, in the meanwhile, offers some insight into innovation management.

Key words:

family supportive supervisor behavior（FSSB）, supervisor gender, general self-efficacy, innovative behavior, employee gender

摘要：

旨在探讨家庭支持型主管行为（FSSB）对员工创新行为的影响机制。基于资源保存理论与社会认知理论，提出一般自我效能的中介作用与性别(包括员工性别和主管性别)的调节作用。一项针对已婚且育有子女的员工三阶段问卷调查(研究1, n = 222)显示，家庭支持型主管行为显著正向影响员工一般自我效能，一般自我效能显著正向影响员工创新行为，且在家庭支持型主管行为与员工创新行为之间起中介作用。上述关系受到员工性别的调节作用，当员工为女性时，上述直接和间接影响关系均显著；当员工为男性时则不显著。一项主管-下属配对问卷调查(研究2, 员工n = 158, 主管n = 32)重复支持了上述结果，并补充发现主管性别能够调节家庭支持型主管行为与员工一般自我效能之间的正向影响关系。当主管为男性，该正向影响关系更强。上述结果细化了家庭支持型主管与员工创新行为之间的关系机理，同时也能为创新管理提供启发。

关键词:

家庭支持型主管行为, 主管性别, 一般自我效能, 创新行为, 员工性别