Abstract: Scientific and technological innovation is the core element of developing new-quality productivity. Under the background of accelerating the development of new-quality productivity, how to reform the management mechanism to better stimulate the innovative behavior of scientific and technological talents is an important practical problem. Post management is a commonly used employment mechanism in Chinese public research institutes and is an important part of the reform of the management mechanism of scientific and technological talents. Although prior studies have suggested that post management has significant effects on scientific and technological talents, the existing literature lacks a systematic discussion on the post management mode that can stimulate the innovative behavior of scientific and technological talents (hereinafter referred to as “innovative post management mode”) and ignores the corresponding empirical tests. To narrow these gaps, this study draws on ability-motivation-opportunity (AMO) theory to refine innovative post management mode and develop its measuring scale; meanwhile, this study also explores the effect and mechanism of innovative post management mode on scientific and technological talents’ innovative behavior. AMO theory posits that individual behavior is a function of ability, motivation, and opportunity. In this vein, in order to stimulate the innovative behavior of scientific and technological talents, the post management mode of public research institutes should provide opportunities for scientific and technological talents to achieve innovation and ensure that scientific and technological talents have sufficient innovative ability and strong innovative motivation in their posts. Based on the in-depth interviews with the samples from eight national and provincial public research institutes in Zhejiang Province, this study verified the aforementioned theoretical conjecture and extracted three characteristics of innovative post management mode. Specifically, strategic post setting is the “opportunity” feature of innovative post management mode, which guides scientific and technological talents to focus on the organizational strategy and do organized research; adaptive post employment is the “ability” feature of innovative post management mode, which gives full play to the innovative potential and expertise of scientific and technological talents; value-oriented post incentive is the “motivation” feature of innovative post management mode, which stimulates the enthusiasm of scientific and technological talents to carry out innovative activities. Further, based on these three characteristics, we followed the classical scale development procedure to form a three-dimensional scale of innovative post management mode which contained 19 items. Innovative vitality is a kind of high-energy state that occurs when one has strong ability and motivation to engage in innovative activities. This state also usually means that one has the opportunity of innovation. Thus, innovative vitality can be regarded as a comprehensive psychological representation that the three elements of AMO are at higher levels. According to AMO theory, it is reasonable to infer that when scientific and technological talents’ innovative vitality is stimulated by innovative post management mode, scientific and technological talents may have more innovative behavior. In other words, innovative vitality may play a mediating role in the relationship between innovative post management mode and innovative behavior. Given this, we collected 293 sample data from 25 national, provincial, and municipal public research institutes in Zhejiang Province. The empirical analyses showed that innovative post management mode significantly promoted scientific and technological talents’ innovative behavior, and innovative vitality mediated the positive effect of innovative post management mode on innovative behavior. This study enriches the literature on post management in Chinese public research institutes and provides an effective measurement tool for further empirical research on post management. At the same time, the present study also extends the understanding of the antecedents of scientific and technological talents’ innovative behavior and responds to the call for more research on innovative vitality. Our findings can provide some important implications for public research institutes to deepen the reform of post management, thereby contributing to the development of both talents and new-quality productivity. Future research can investigate the potential moderating mechanism so as to more comprehensively uncover the influencing mechanism of innovative post management mode on innovative behavior. In addition, exploring the influences of innovative post management mode on team- and organization-level innovation performance is also a valuable future research direction.

摘要： 岗位管理是科技人才管理体制机制改革的重要内容。在发展新质生产力、深入实施科教兴国、人才强国战略下，怎样的岗位管理模式能激发科技人才的创新行为？科研事业单位是国家创新体系的重要组成部分，以科研事业单位为调研对象，通过深入访谈和问卷调查，依据能力-动机-机会理论，提炼形成激发科技人才创新行为的岗位管理模式（简称“创新型岗位管理模式”），包括战略性的岗位设置、适配性的岗位聘用、价值取向的岗位激励等三个方面，并编制其量表。同时，实证检验了创新型岗位管理模式对科技人才创新行为的影响效应及机理。结果显示，创新型岗位管理模式正向影响科技人才的创新行为，创新活力在其中起中介作用。