基于社会交换理论与社会情绪选择理论,探索年龄包容型人力资源管理实践与员工创新行为之间的关系，分析知识共享的中介作用及职业未来时间洞察力的调节作用。通过对309名科技型企业在职员工的调研数据进行实证分析，结果显示，年龄包容型人力资源管理实践有助于促进员工创新行为，知识共享是年龄包容型人力资源管理实践与员工创新行为之间的中介变量，职业未来时间洞察力会提升年龄包容型人力资源管理实践对员工创新行为的正向影响。

Drawn on social exchange theory and socioemotional selectivity theory, this paper explores the relationship between age-inclusive human resource management practices and employee’s innovation behavior. It also examines the mediating role of knowledge sharing and the moderating role of occupational future time perspective. The research sample was collected from 309 in-service employees in technology-based enterprises, and the results show that age-inclusive HRM practices contribute to promoting employee’s innovation behavior; knowledge sharing mediates the relationship between age-inclusive HRM practices and employee’s innovation behavior.; occupational future time perspective enhances the positive impact of age-inclusive HRM practices on employee’s innovation behavior.