随着市场的激烈竞争和信息技术的快速变革，创新已成为企业获得并保持竞争优 势的关键。同时，创新导向作为企业的一种战略导向，可以提升创新能力。企业的创 新能力越强对市场变化做出的反应越快，能迅速地开发出新产品，满足消费者的需求， 从而扩大企业的市场占有率，提升企业的盈利水平和竞争力。国内外部分学者研究表 明创新导向有助于提升企业绩效，本研究也将进一步以金融企业为例通过实证分析得 出创新导向对企业绩效有正向作用的结论。 企业创新的主体是员工，尤其是新生代员工。当前新生代员工在企业发展过程中 发挥着越来越重要的作用，逐渐成长为企业发展的创新力量和中坚力量，社会财富创 造的主力军。新生代员工独特的性格特征和职业特质，如：个性鲜明、思维活跃、特 立独行、价值观新锐，这些成为他们开展创新活动的优势。如何根据新生代员工的特 征，发挥好他们的长处，激励创新行为，提升企业的市场竞争力是当前人力资源管理 领域中难点、热点问题。 在人力资源管理范畴中绩效管理以绩效为纽带对员工的行为具有很强的引导作 用，如果能对绩效管理进行机制创新,将创新的概念纳入到绩效管理的范畴,形成创新 绩效，即在绩效考核指标中加入创新指标,构建创新导向的绩效管理体系，对创新行 为进行定量定性考核,将为员工尤其是新生代员工的创新行为提供制度保障,激发 员工创新的积极性,从而提升企业绩效。 本研究以S省农信系统为例，以提高企业绩效为目标，重点考察基于创新导向的 新生代员工绩效管理体系。在对相关文献和现状分析后，根据对问题的理解，提出本 研究的研究假设和理论模型，并根据研究问题设计调查问卷，开展相关研究。通过研 究发现：（1）创新导向和组织氛围均对于企业绩效具有显著的正向影响作用，且组织 氛围在创新导向与企业绩效之间关系中有正向调节作用；（2）新生代员工创新的倾向 是产品创新以及新生代员工创新行为受多重因素影响。基于研究结论从绩效管理目标 制定、绩效指标体系设计、绩效管理沟通和反馈、领导人创新导向理念等方面提出构 建新生代员工创新导向的绩效管理体系的对策建议。本研究丰富和发展了基于创新导 向的绩效管理理论，对企业实践具有一定的现实指导意义。 关键词：创新导向，新生代员工，绩效管理，创新绩效 II ResearchonPerformanceManagementofNew GenerationEmployeesBasedon InnovationOrientation ——ACaseStudyofAgriculturalCreditSystem inSProvince Abstract Withthefiercecompetitioninthemarketandtherapidchangeofinformation technology,innovationhasbecomethekeyforenterprisestogainandmaintain competitiveadvantage.Atthesametime,asastrategicorientationofenterprises, innovationorientationcanenhanceinnovationcapability.Themoreinnovativethe enterpriseis,thefasteritrespondstomarketchanges.Itcanquicklydevelopnewproducts tomeettheneedsofconsumers,thusexpandingthemarketshareoftheenterprise,and improvingtheprofitabilityandcompetitivenessoftheenterprise.Somescholarsathome andabroadhaveshownthatinnovationorientationishelpfultoimprovecorporate performance.Thisstudywilltakefinancialenterprisesasanexampleanddrawa conclusionthatinnovationorientationhasapositiveeffectoncorporateperformance throughempiricalanalysis. Themainbodyofenterpriseinnovationisemployees,especiallythenewgenerationof employees.Atpresent,thenewgenerationofemployeesplayanincreasinglyimportant roleintheprocessofenterprisedevelopment,andgraduallygrowintotheinnovativeforce andbackboneofenterprisedevelopment,andthemainforceofsocialwealthcreation.The uniquepersonalityandprofessionaltraitsofthenewgenerationofemployees,suchas clearpersonality,activethinking,independenceandnewvalues,havebecometheir advantagesincarryingoutinnovativeactivities.Accordingtothecharacteristicsofthenew generationofemployees,howtogivefullplaytotheirstrengths,stimulateinnovative behaviorandenhancethecompetitivenessofenterprisesinthemarketisadifficultandhot issueinthefieldofhumanresourcesmanagement. Inthefieldofhumanresourcesmanagement,performancemanagementtakes performanceasalinkandhasastrongguidingeffectonemployees’behavior.Ifthe mechanismofperformancemanagementcanbeinnovated,theconceptofinnovationcan bebroughtintothescopeofperformancemanagementtoforminnovativeperformance, thatis,toaddinnovativeindicatorstoperformanceevaluationindicators,andtoconstruct III innovative-orientedperformancemanagement.Rationalsystemandquantitativeand qualitativeassessmentofinnovativebehaviorwillprovideinstitutionalguaranteefor innovativebehaviorofemployees,especiallythenewgenerationofemployees,and stimulatetheenthusiasmofemployeesforinnovation,soastoimproveenterprise performance. ThisstudytakestheSprovincialruralcreditsystemasanexample,aimingatimproving enterpriseperformance,focusingontheperformancemanagementsystemofthenew generationofemployeesbasedoninnovationorientation.Afteranalyzingtherelevant literatureandcurrentsituation,accordingtotheunderstandingoftheproblem,theresearch hypothesisandtheoreticalmodelareputforward,andthequestionnaireisdesigned accordingtotheresearchquestionstocarryoutrelevantresearch.Itisfoundthat:A.Both innovationorientationandorganizationalclimatehavesignificantpositiveeffectson enterpriseperformance,andorganizationalclimatehasapositivemoderatingeffectonthe relationshipbetweeninnovationorientationandenterpriseperformance;B.Thetendency ofnewgenerationemployeestoinnovateisinfluencedbymultiplefactors,suchasproduct innovationandinnovativebehaviorofnewgenerationemployees.Ring.Basedonthe conclusionsofthestudy,thispaperputsforwardsomesuggestionsonhowtoconstructa newgenerationofemployees’innovation-orientedperformancemanagementsystemfrom theaspectsofperformancemanagementobjectivesformulation,performanceindexsystem design,performancemanagementcommunicationandfeedback,andleader's innovation-orientedconcept.Thisresearchenrichesanddevelopsthetheoryof performancemanagementbasedoninnovationorientation,whichhasacertainpractical significanceforenterprisepractice. Keywords:InnovationOrientation,NewGenerationEmployees, PerformanceManagement,InnovationPerformance IV 目录 摘要 ........................................................................................................................................ I Abstract............................................................................................................................... II 第一章绪论 .......................................................................................................................... 1 1.1研究背景及意义.....................................................................................................1 1.2研究方法.................................................................................................................2 1.3研究内容及思路.....................................................................................................3 1.4研究创新点.............................................................................................................5 第二章文献综述 .................................................................................................................. 6 2.1创新导向相关理论.................................................................................................6 2.1.1创新导向的定义..........................................................................................6 2.1.2创新导向的度量..........................................................................................7 2.2新生代员工相关理论.............................................................................................8 2.3绩效及绩效管理相关理论.....................................................................................8 2.3.1绩效相关理论..............................................................................................9 2.3.2创新绩效相关理论......................................................................................9 2.3.3绩效管理相关理论....................................................................................10 2.3.4创新导向的绩效管理相关理论................................................................10 2.4创新、组织氛围与企业绩效关系的相关理论...................................................11 2.4.1创新导向与企业绩效的关系....................................................................11 2.4.2组织氛围与企业绩效的关系....................................................................12 2.4.3绩效管理对创新行为的作用...................................................................