| With artificial intelligence,big data as the typical representative of the era of science and technology,the use of "technology innovation,product innovation " to gain market competitiveness has been the consensus of modern organization.Among them,the emergence of innovation achievements within the organization is based on the individual innovation of all employees in the organization,through accumulation and iteration.Previous studies have shown that management style,organizational structure,organizational atmosphere can promote(hinder)employee innovation behavior.However,in management practice,most organizations still carry on the traditional centralized management and control,which inevitably leads to the synchronous development of innovation consciousness and management mode in the organization,and restrts the innovative behaviors of employees on the position.As the sum of the implicit expectations between the employee and the organization,the psychological contract determines the behavior motivation of the employee.The increasing economic and social environment has created higher needs for employees,such as relationships(satisfying the need for belonging and love),respect,and personal value.However,the current incentive mode of the organization still follows the traditional salary system,which obviously deviates from the needs of the employees and fails to play the due incentive effect,which also restrains the innovative behavior of the employees.In management,this phenomenon,which weakens the internal strength of the organization and causes the slow development of the organization,is defined as internal attrition.Existing studies have divided organizational internal friction into three aspects:"system,personnel and administration",which are mostly demonstrated by speculative methods,but are not enough to comprehensively cover the influencing factors of organizational internal friction.Therefore,this study is mainly divided into three parts:1.The dimensions of organizational internal friction;2.Organized the preparation of internal conflict questionnaire;3.The mediating role of psychological contract violation in the relationship between organizational attrition and employee innovation behavior.Research is divided into three parts,of which the first part by using the method of qualitative research,using Nvivo12 processing data and theory of saturated.The data comes from three parts,Data 1 was an open-ended questionnaire survey on organizational internal friction among 82 MBA students.Data 2 comes from the interview data of 63 MBA students,and data 3 comes from the big data about the current situation of the organization obtained from the Internet,using the software Anaconda Navigator.The results show that organizational internal friction can be divided into four dimensions:institutional internal friction,leadership internal friction,interpersonal internal friction and cultural internal friction.The second part is the preparation of the questionnaire of internal friction of the organization.The initial questionnaire is prepared based on the dimensions obtained in the first part,and the questionnaire is issued to the employees in the organization after collective evaluation.Then the questionnaire is analyzed exploratively and verified.The third part is the distribution of organizational internal friction questionnaire,psychological contract breach questionnaire and employee innovation behavior questionnaire,SPSS21.0 and AMOS were used to conduct correlation analysis,regression analysis,model fitting and testing of mediating effect among variables.The results show that internal friction and various dimensions have a negative impact on employee innovation behavior.After adding the mediating variables,the direct predictive effect of organizational internal friction on employee innovation behavior was still significant(t=2.38,P<0.01).Psychological contract violation plays a mediating role(partially mediating role),and the effect value is 73.5%.The theoretical contributions of this study are as follows:1.On the basis of theoretical research,the employee data and network big data are collected through multiple channels,and the internal friction phenomenon in the organization is empirically studied from the perspective of employees,and its mechanism is analyzed.This is a new exploration for the exploration of internal friction in the organization.2.From the perspective of weakening organizational innovation and reducing employee innovation behavior,this paper reveals the inhibiting effect of organizational internal friction on employee innovation behavior,and provides new inspiration and reference for subsequent organizational innovation.3.Based on the psychological contract theory,this paper explores the psychological causes of the decrease of employee innovation behavior from the perspective of employee psychology and organizational commitment.The conclusion of this study can bring the following enlightenment to management practice:1.Organizations should pay attention to the incentive effect of culture and pay attention to the social emotional needs of employees.2.Improve the traditional management mode,empower employees with more freedom,let them assume more organizational responsibilities,and clearly and transparently implement the main responsibilities to those who know and execute.3.Detailed policies and systems.Policy formulation follows the principle of science,detail and practicability,and pays more attention to the implementation of the system than the aesthetics of the form.4.In the management of organizational interpersonal relations,managers take the lead,practice the communication and speaking out within the organization,especially pay attention to the respect of employees’ right to speak,provide a sense of security for truth tellers,eliminate employees’ concerns,and form an organizational atmosphere for speaking out,so as to stimulate innovation. |
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