单位代码： 10293 密级：
硕士学位论文
论文题目：企业-工会关系对员工创新行为影响的机制研究
学号 1019111924
姓名 金露露
导师 单红梅
学 科 专业 工商管理
研 究 方向 人力资源管理
申 请 学 位 类 别 管理学硕士
论 文 提 交 日 期 2022.04
The Effect of Enterprise-Union Relationship on
Employee Innovation Behavior
Thesis Submitted to Nanjing University of Posts and
Telecommunications for the Degree of
Master of Management
By
Jin Lulu
Supervisor: Prof. Shan Hongmei
April 2022
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研究生学号：1019111924 研究生签名： 日期：2022.4.9
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研究生签名：导师签名：日期：2022.4.9
摘要
员工作为企业最具主观能动性的资本，其创新行为是构成企业创新的根源。但是现实中
员工排斥甚至拒绝实施创新行为的现象却屡见不鲜。究其原因，随着企业面临的竞争环境日
益激烈，其生存压力的骤然增加，组织内部所采取的激励手段和管理措施逐渐偏向于以提升
组织绩效为导向，存在高强度的超时用工等不当工作安排，导致个体过度焦虑、身心耗竭、
角色超载，进而缺乏足够的资源进行创新。企业-工会关系作为劳动关系的重要组成部分，可
以为员工提供物质和情感上的关怀，以及更多的社会支持，这些都有利于缓解员工的工作压
力，促进员工积极的心理体验，弥合员工心理资源短缺，进而有效促进员工创新行为。然而，
现有关于企业-工会关系对员工创新行为的影响还处于起步阶段，关于企业-工会关系影响员
工创新行为的具体机制还未可知。因此，亟需深入探究企业-工会关系是否能够真正促进员工
创新行为，以及其中的具体内在作用机制，通过实证研究为企业管理实践提供相关建议。
论文基于资源保存理论，构建了以心理资本为中介变量，情绪智力为调节变量的企业-
工会关系对员工创新行为影响的理论模型，揭示企业-工会关系影响员工创新行为的作用机
理。采用问卷调查法，以294 名企业的工会成员为样本，并运用 SPSS 22.0、AMOS 24.0 软
件进行统计检验。研究发现:(1)企业-工会关系可以显著促进员工创新行为；(2)心理资本在企
业-工会关系与员工创新行为关系间发挥中介作用；(3)情绪智力在心理资本与员工创新行为
间起调节作用，对于情绪智力水平高的员工，心理资本对员工创新行为有显著影响；(4) 情
绪智力调节了心理资本在企业-工会关系和员工创新行为之间的中介作用，即当员工情绪智
力高时，心理资本的中介作用增强；当员工情绪智力低时，心理资本的中介作用减弱。
论文的理论价值和实践意义是：理论方面，该研究成果不仅拓展了现有的创新行为研究
边界，且进一步明晰了企业-工会关系对员工创新行为的内在影响机制。实践方面，研究结论
能够为推动企业和工会协同互动、共同激发员工创新行为提供实践指导，也为企业、工会和
员工三方共同构建和谐共赢的劳资关系有着重要的意义。
关键词: 企业-工会关系，心理资本，员工创新行为，情绪智力
IAbstract
As the most subjective capital of an enterprise, employees; innovative behavior is the root of
enterprise innovation. But in reality, it is not uncommon for employees to reject or even refuse to
implement innovative behaviors. The reason is that with the increasingly fierce competition
environment faced by enterprises and the sudden increase of their survival pressure, the incentives
and management measures adopted by the organization gradually tend to be oriented to improve
organizational performance, and there are high-intensity overtime employment and other improper
work. Arrangements lead to excessive anxiety, physical and mental exhaustion, role overload, and
thus lack of sufficient resources to innovate. As an important part of labor relations, the enterprise-
union relationship can provide employees with material and emotional care, as well as more social
support, all of which are conducive to relieving employees; work pressure, promoting employees;
positive psychological experience, and bridging employees; psychology. The shortage of resources
can effectively promote the innovative behavior of employees. However, the existing research on the
influence of enterprise-union relationship on employees; innovative behavior is still in its infancy,
and the specific mechanism by which the enterprise-union relationship affects employees; innovative
behavior is still unknown. Therefore, it is urgent to deeply explore whether the enterprise-union
relationship can promote employees; innovative behavior, as well as the specific internal mechanism,
and to provide relevant suggestions for enterprise management practice through empirical research.
Based on the theory of resource conservation, the paper constructs a theoretical model of the
influence of enterprise-union relationship on employees; innovative behavior with psychological
capital as the mediating variable and emotional intelligence as the moderating variable and reveals
the mechanism of the effect of the enterprise-union relationship on employees; innovative behavior.
Using the questionnaire survey method, 294 trade union members of enterprises were taken as
samples, and SPSS 22.0 and AMOS 24.0 software were used for statistical testing. The study found
that: (1) Enterprise-union relationship can significantly promote employees; innovative behavior; (2)
Psychological capital plays a mediating role between the relationship between enterprise-union
relationship and employees; innovative behavior; (3) Emotional intelligence plays a moderating role
between psychological capital and employee innovation behavior. For employees with high emotional
intelligence level, psychological capital has a significant impact on employee innovation behavior;
(4) Emotional intelligence moderates the mediating role of psychological capital between the
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