Research On The Effect Of Employee’s Perceived Entrepreneurship On Employee’s Behavior

China’s New Normal Requests the enterprise practice the new develop mode, contrasts to the old develop mode as competing by expanding the production capacity to achieve scale effect for low price product, the new mode put forward innovation as the ways and means to find the new explotion of economic. the Entrepreneurship which beyond the entrepreneur individual ability, personal qualities, is contained in the entrepreneurs and penetrate deep into the enterprise value concept, always to be considered as a main factor to the innovation and Entrepreneurial behavior. Employee’s innovation behavior is the way to the innovation of enterprise, the entrepreneurship theory is promoting from entrepreneur to the management group and the employee gradually, under this circumstances, research on the effect of entrepreneurship on the employee’s behavior is a frontier exploration and has a guidance meaning on management practice.The paper studies with the consistency of enterprise’s entrepreneurship as the theme, with the innovation essence of entrepreneurship as main clue, with the perception of employee as perspectives, focus on the effect of entrepreneurship on employee’s behavior (EB), and on the mechanism of entrepreneurship’s pervasion to the employees. This research expands the entrepreneurship theory on micro level onto the employee as a group, extends the entrepreneurship theory to human resources management, with the guiding significance to the entrepreneurship behavior decision-making and the employee behavior adjusting. The main conclusion of this paper are as follows.(1) Expands the corporate entrepreneurship concepts form the management level to the employee level with the construct of "employee’s perceived entrepreneurship"(EPE). Clerifies the essence of entrepreneurship is innovation on the basis of previous research, researches the pervasion mechanism of entrepreneurship to employee in the enterprise, put forward the construct of EPE through the theoretical derivation, and develops a measurement tools with the constract as a operational definition on employee level, enrichs the research from the perspective of entrepreneurship theory, extends the entrepreneurship theory at the employee level with theoretical and empirical research.(2) Researches on the pervasion mechanism of entrepreneurship to EB wirh the psychological and behavior recognition perspective.This dissertation emphasizes the organizational norms and constraint mechanism and the mechanism of the effect on the employee’s perception mode to the identification of employee’s behavioral and psychological, introducts two variables, which are employee’s psychological contract (EPC) and employee’s risk preference (ERP), establishes a research framework through theoretical derivation to study on EPE and EB, and carries on analysis to verify the theoretical model with the use of SEM. The results show that the EPE has positive effect on employee’s innovation behavior, employee’s retention, and in rolebehavior, with the mediating effect of EPC and the positive regulating effect of ERP. This result confirms the transfer mode of entrepreneurship to employee, reveals the "black box" that how the entrepreneurship internal diffusion in enterprise, provides the research foundation for the further research on the entrepreneurship pervasion mechanism from individual level to macro level.(3) Discussion on the applicability of the entrepreneurship theory and the psychological contract theory in China.the entrepreneurship theory, psychological contract theory, cognitive theory, have a common that developed in and introduced from the West, the applicability havn’t been systematically confirmed in China. This thesis notes China situation with the development of the measuring instrument for entrepreneurship, and choose the scales which has been validated by Chinese scholars on EPC, the analysis and conclusions are obtained by using the data collected from China’s entreprise and Chinese staff, the empirical results examines the applicability of these western theory and measurement tools, which enriches the research results of the entrepreneurship theory, psychological contract theory, risk theory, cognitive theory in China.(4) Points out the path to maintain stable employee innovative behavior. According to the results of the theoretical model and empirical test, under the influence of entrepreneurship, the employee’s innovation behavior is positive influenced by percieved market development(PMD), technology and product innovation(TPI) (with the partial mediation of relational psychological contract (RPC) and the positive regulation of employee’s risk preference (ERP)). The employees’s retention is negative influenced by PMD(with the partial mediation of transactional psychological contract(TPC), the mediation of RPC, and the regulation of ERP) and perceived management innovation (PMI) (with the mediation of RPC),and declines with the growth ofwork experience. The in role behavior is positive influenced by PMD(with the mediation of TPC and the regulation of ERP), PMI (without mediation and regulation), TPI (with the regulation of ERP). Enterprises can adjust human resource management policy and practices according to this path.