Social enterprises, promising organizations for solving societal problems with innovative approaches, rely upon their members’ active roles for workplace innovation. However, we still have a limited understanding about how social enterprises can foster employees’ endeavors for innovation. By focusing on employee learning and innovative behavior, we investigate the influences of perceived social mission, value congruence, and human resource management (HRM) practices in social enterprises. We conducted two complementary studies to answer our research questions. In Study 1, with a survey of 369 employees from 68 social enterprises, we examined a multilevel moderated mediation model with firm-level and individual-level data. We found that perceived social mission promoted learning and innovative behavior by increasing value congruence, and that commitment-based HRM practices enhanced the overall process from mission to employee efforts for innovation. In Study 2, with 300 daily surveys from 60 employees participating in an experience sampling study, we found that those with high-value congruence showed a significantly more stable pattern with less variance in innovative behavior than in learning behavior. Our study adds novel implications to the underdeveloped literature on employee innovation and HRM in social enterprises by uncovering the positive effects of social mission and value facets for boosting learning and innovative behaviors. Our research also suggests that social enterprises should benefit from pursuing and emphasizing the social mission and commitment-based HRM bundle together, which will promote the prosperity and well-being of business and society.

中文翻译：

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社会企业员工创新创业：社会使命与承诺型人力资源管理的作用

社会企业是通过创新方法解决社会问题的有前途的组织，依靠其成员在工作场所创新中的积极作用。然而，对于社会企业如何促进员工的创新努力，我们仍然知之甚少。通过关注员工学习和创新行为，我们调查了社会企业感知社会使命、价值一致性和人力资源管理 (HRM) 实践的影响。我们进行了两项互补研究来回答我们的研究问题。在研究 1 中，我们对来自 68 家社会企业的 369 名员工进行了调查，研究了一个包含公司层面和个人层面数据的多层次调节中介模型。我们发现，感知到的社会使命通过增加价值一致性来促进学习和创新行为，基于承诺的人力资源管理实践增强了从使命到员工创新努力的整个过程。在研究 2 中，来自 60 名员工的 300 次每日调查参与了一项经验抽样研究，我们发现那些具有高价值一致性的人表现出明显更稳定的模式，创新行为的差异小于学习行为的差异。我们的研究通过揭示社会使命和价值观对促进学习和创新行为的积极影响，为关于社会企业员工创新和人力资源管理的不发达文献增加了新的启示。我们的研究还表明，社会企业应该受益于追求和强调社会使命和基于承诺的 HRM 捆绑在一起，这将促进企业和社会的繁荣和福祉。