共享经济时代，面对动态化复杂化的市场环境，如何寻求创新以保持企业 持续发展的核心竞争力，成为企业发展的难题。当前企业仅依靠自身内部资源 开展创新活动已无法满足长远发展的需求，企业需要通过整合共享内外资源才 能实现创新，实际上企业创新依赖于个体创新，企业要想提高个体的创新能力， 需要实施有效的人力资源管理实践。基于此，本研究提出整合共享型人力资源 实践（IS-HRP），通过实施IS-HRP提升员工资源整合共享的能力、动机和机会， 进而提高个体创新绩效，实现组织创新。 一方面，本文采用质性研究和扎根访谈法，通过科学规范的程序开发了整 合共享型人力资源实践量表。首先通过文献研究、信息搜索、扎根访谈法等获 取了量表的初始题项。然后根据初始量表的预测试数据进行项目分析、探索性 因子分析，使量表题项得到提炼和精简。最后通过对量表的正式测试数据进行 验证性因子分析、信效度检验，得到了整合共享型人力资源实践量表。该量表 包含四个维度：跨界多元选拔、弹性灵活配置、内外整合开发、合作共赢发展。 另一方面，本研究基于资源保存理论和成就目标理论，探讨了IS-HRP对个 体创新绩效的影响机制和边界条件。研究通过收集421名员工样本数据，运用 SPSS、AMOS等软件进行实证分析，结果表明：（1）IS-HRP正向影响个体创 新绩效；（2）IS-HRP正向影响知识分享，IS-HRP负向影响知识隐藏和知识操 纵；（3）知识分享正向影响个体创新绩效，知识隐藏和知识操纵负向影响个体 创新绩效；（4）知识分享、知识隐藏和知识操纵均在IS-HRP与个体创新绩效 起部分中介作用；（5）学习目标导向调节IS-HRP对知识分享的影响；回避目 标导向调节IS-HRP对知识隐藏的影响；证明目标导向调节IS-HRP对知识操纵 的影响；（6）学习目标导向调节IS-HRP通过知识分享对个体创新绩效的间接 影响；回避目标导向调节IS-HRP通过知识隐藏对个体创新绩效的间接影响；证 明目标导向调节IS-HRP通过知识操纵对个体创新绩效的间接影响。 综上，本研究主要创新与贡献如下：①采取标准化量表开发程序开发了整 合共享型人力资源实践测量工具量表；②拓展了IS-HRP影响个体创新绩效的理 论视角；③明确了IS-HRP影响个体创新绩效的作用机理与边界条件。 关键词：整合共享型人力资源实践；知识管理行为；目标导向；个体创新绩效 II Abstract In the era of sharing economy, facing the dynamic and complicated market environment, how to seek innovation to maintain the core competitiveness of the sustainable development of enterprises has become a difficult problem for the development of enterprises. At present, it is impossible for enterprises to carry out innovation activities only by relying on their own internal resources to meet the needs of long-term development. Enterprises need to integrate and share internal and external resources to achieve innovation. In fact, enterprise innovation depends on individual innovation. In order to improve individual innovation ability, enterprises need to implement effective human resource management practices.Based on this, this thesis proposed Integrative and Sharing Human Resource Practice (IS-HRP), Through the implementation of IS-HRP, the ability, motivation and opportunity of employee resource integration and sharing can be improved, so as to improve individual innovation performance and realize organizational innovation. On the one hand, this thesis adopted qualitative research and grounded interview method to develop a suitable IS-HRP scale through scientific and standardized scale program. This thesis obtained the original items through literature research, information search and rooted qualitative interview, summarizing and simplifying the items according to a small sample through item analysis and exploratory factor analysis, acquiring the IS-HRP scale through confirmatory factor analysis and reliability and validity test of the formal test data.The scale contains four dimensions: cross-border multiple selection, flexible allocation, internal and external integration and win-win cooperation for development. On the other hand, this thesis explored the influence mechanism and boundary conditions of IS-HRP on individual innovation performance based on the resource conservation theory and achievement goal theory.This thesis conducted an empirical analysis via an sample of 421 employees by using SPSS and AMOS software, and the conclusions show as follow. Firstly, IS-HRP has a positive effect on individual innovation performance.Secondly, IS-HRP has a positive effect on knowledge sharing, IS-HRP has a negative effect on knowledge hiding and knowledge manipulation. Thirdly,knowledge sharing has a positive effect on individual innovation performance, III Knowledge hiding and knowledge manipulation have negative effects on individual innovation performance. Fourthly, knowledge sharing, knowledge hiding and knowledge manipulation all mediate the ralationship between IS-HRP and individual innovation performance. Fifthly, Learning goal orientation moderates the influence of IS-HRP on knowledge sharing, Avoiding goal orientation moderates the influence of IS-HRP on knowledge hiding, Proving goal orientation moderates the influence of IS-HRP on knowledge manipulation. Finally, Learning goal orientation moderates the indirect effects of IS-HRP on individual innovation performance through knowledge sharing, Avoiding goal orientation moderated the indirect effects of IS-HRP on individual innovation performance through knowledge hiding, Proving goal orientation moderates the indirect effects of IS-HRP on individual innovation performance through knowledge manipulation. In summary, this thesis has the following innovations and contributions. First, adopt the standardized scale development program developing IS-HRP measuring scale. Second, expand the theoretical perspective of IS-HRP influence the individual innovation performance. Third, definite the mechanism and boundary conditions of IS-HRP on individual innovation performance. Key words: Integrative and Sharing Human Resource Practice; Knowledge Management Behavior; Goal Orientation; Individual Innovation Performance IV 目 录 摘要 .............................. I Abstract ......................... II 第1章 绪论 .................... 1 1.1 研究目的与意义 .... 1 1.1.1 研究背景 ......... 1 1.1.2 研究目的 ......... 3 1.1.3 研究意义 ......... 4 1.2 国内外研究综述 .... 5 1.2.1 IS-HRP研究综述 ............................ 5 1.2.2 知识管理行为研究综述 ................ 8 1.2.3 目标导向研究综述 ...................... 12 1.2.4 个体创新绩效研究综述 .............. 13 1.2.5 国内外相关研究述评 .................. 15 1.3 研究内容与方法 .. 17 1.3.1 研究内容 ....... 17 1.3.2 研究方法 ....... 18 第2章 整合共享型人力资源实践量表开发 ............................ 20 2.1 IS-HRP概念界定 . 20 2.2量表编制原则及流程 .......................... 21 2.2.1 量表编制原则 .............................. 21 2.2.2 量表编制流程 .............................. 21 2.3 初始量表题项编制 ............................. 22 2.3.1 文献查阅获取题项 ...................... 22 2.3.2 扎根访谈数据编码 ...................... 23 2.3.3 初始量表题项编制 ...................... 27 2.4 初始量表预测试 .. 28 2.4.1 初始量表描述性统计分析 .......... 29 2.4.2 初始量表信度分析 ...................... 29 2.4.3 初始量表探索性因子分析 .......... 30 V 2.5 正式量表检验 ...... 31 2.5.1 正式量表描述性统计分析 .......... 32 2.5.2 正式量表验证性因子分析 .......... 33 2.5.3 正式量表信度分析 ...................... 34 2.5.4 正式量表效度分析 ...................... 35 2.5.5 效标与增量效度检验 .................. 37 2.6 本章小结 .............. 40 第3章 理论基础及研究假设 ..................... 41 3.1 理论基础 .............. 41 3.1.1 资源保存理论 .............................. 41 3.1.2 成就目标理论 .............................. 41 3.2 IS-HRP对个体创新绩效的作用 ........ 42 3.2.1 IS-HRP对个体创新绩效的影响 .. 42 3.2.2 IS-HRP对知识管理行为的影响 .. 43 3.2.3 知识管理行为对个体创新绩效的影响 ..................... 46 3.2.4 知识管理行为的中介作用 .......... 47 3.3 目标导向的调节作用 ......................... 49 3.3.1 学习目标导向调节IS-HRP对知识分享的影响 ....... 49 3.3.2 回避目标导向调节IS-HRP对知识隐藏的影响 ....... 50 3.3.3 证明目标导向调节IS-HRP对知识操纵的影响 ....... 50 3.3.4 有调节的中介作用 ...................... 51 3.4 理论假设模型 ...... 52 第4章 研究设计与测量 ............................. 53 4.1 问卷设计与数据收集 ......................... 53 4.1.