decent work and employees' innovative behaviour

This data set is a revised version of the earlier published one entitled as V1 and V2. Several variables are dropped and the structural models are made more parsimonious.
The data set contains 529 supervisor-employee dyads collected from XL, a large state holding company group with over 20 independent business units. The data is used to test the effects of Decent Work (DW) on Employees' Innovative Behaviour (EIB) through multiple mediation of Job Self-Efficacy (JSE), Intrinsic Motivation (IM), and Work Engagement (WE).
SEM analysis tested that DW promotes EIB through two paths: the "expertise & self-efficacy" path and the "intrinsic motivation & engagement path". Along the former path, DW promotes EIB via mediation of JSE, with education (EDU) and company tenure (TENURE) conducive to JSE. Along the latter path, decent work promotes EIB via the serial partial mediation of IM and WE.
The uploaded data set contains demographic data of the correspondents, value of each manifest items of the variable measures, and processed (e.g. by summation or average) value of variable measures. Following Farmer, Tierney, and Kung-Mcintyre (2003, p. 623), we created three manifest indicators for each latent variable by randomly assigning items to composites to reduce the parameters assessed, thus improving the ratio between sample size and estimator. Thus, for the rearranged manifest items, the letter "r" was added to the end of its variable name. In other words, items ended with "r" are inputs of SEM analysis.
Along with the original dataset, we've also uploaded the data coding and major AMOS working models of the SEM analysis. Reviewers can reproduce results by directly running the models with AMOS. For quick reviewers who have not installed AMOS or feel bothered to run the software by themselves, the author also uploaded the AMOS output of hypotheses testing pasted in word documents.

本数据集为早前发布的V1与V2版本的修订版。本版删除了若干变量，并令结构模型更为简约。
本数据集包含从大型国有控股集团XL（旗下拥有20余家独立业务单元）收集的529份主管-员工配对样本，用于检验体面工作（Decent Work, DW）通过工作自我效能感（Job Self-Efficacy, JSE）、内在动机（Intrinsic Motivation, IM）与工作投入（Work Engagement, WE）的多重中介作用，对员工创新行为（Employees' Innovative Behaviour, EIB）产生的影响效应。
结构方程模型（Structural Equation Modeling, SEM）分析证实，体面工作可通过两条路径促进员工创新行为：其一为「专业能力与自我效能感」路径，其二为「内在动机与工作投入」路径。在前述路径中，体面工作通过工作自我效能感的中介作用驱动员工创新行为，且受教育程度（EDU）与企业司龄（TENURE）对工作自我效能感具有正向促进作用；在后一路径中，体面工作通过内在动机与工作投入的序列部分中介作用实现对员工创新行为的提升。
本次上传的数据集包含受访者的人口统计学数据、各观测变量题项的原始取值，以及经处理（如求和或取平均）后的变量观测值。参考Farmer、Tierney与Kung-Mcintyre（2003年，第623页）的研究方法，我们通过将题项随机分配至组合项的方式，为每个潜变量构建了三个观测指标，以减少待估参数数量，提升样本量与估计量之间的比值。因此，经重排后的观测题项的变量名称末尾会添加字母「r」，即末尾带有「r」的题项为结构方程模型分析的输入数据。
除原始数据集外，本次上传还包含了结构方程模型分析所用的数据编码文件与主要的AMOS工作模型。评审人员可直接通过AMOS运行模型以复现研究结果。对于未安装AMOS或不愿自行运行软件的评审人员，作者还上传了粘贴于Word文档中的假设检验AMOS输出结果。