Research On Impact Mechanism Of Mental Model On Employees’ Innovative Behavior

The competition of business becomes fiercer than ever before with the advance of knowledge economy era and the development economic globalization. Consequently, businesses without any innovation or evolution in the professional field, maybe, will be "washed out" from the market competition. Therefore, it is urgent for modern businesses to innovate, in a sense all by themselves, in order to realize going-concern and sound development. In addition, the only tactic of challenge the worldwide competitor is to launch innovation from the business level. However, the individual innovation is regarded as one of the most crucial element, and, in a sense, all kinds of innovation are based on individual innovation, no matter which kinds of innovation it is. In conclusion, human is the most precious resource and the actual advocator of innovation. Nowadays, the business community and academe, domestically or foreign, are mainly attracted by the issues such as how to enhance the creativity of staff and how to encourage the innovation behavior.However, large part of the scholars and entrepreneurs in China concentrate much more attention on innovation just from a macro-perspective than on the individual innovation of a specific business mental elements hiding in innovation. It becomes pressing that to research the internal launch & influential mechanism of individual innovation. From a micro perspective, introducing the key variable affecting employees’ innovation such as mental model, organizational innovation climate and innovative behavior, this paper deep researches on the influence and influential mechanism of employee’s mental model on innovation in order to construct a theoretical system to annotate the substance of innovation behavior, which provides a theoretical and empirical base for the HRM in the changing period.Based on the literature review and deep interview, some relevant research hypotheses are put forward in this paper. Then, the paper validates the influence and influential mechanism of employees’mental model on innovative behavior by means of empirical study.This research objects are employees from enterprises in Nanjing, Suzhou, Shanghai, Zibo, Wuhan and Shenzhen. We handed out 650 questionnaires in total, and called back 470 effective questionnaires. This paper applied statistical analysis software such as SPSS13.0、Lisre18.70, through a series of analysis method such as descriptive analysis, single factor analysis of variance, analysis of correlation, multiple regression analysis, and structure equation model etc, made exploratory research and confirmatory research on the above hypotheses. The results of hypothesis testing show that most of the theoretical hypotheses model in this research has gained support. Through data analysis, we conclude as follows:(1) There is a positive correlation between mental model of employee and innovation behavior. In detail, the more activate the mental model is, the sounder innovation behavior is.(2) There is a positive correlation between mental model of employee and the degree of the perceiving of organizational innovation climate. In detail, the more active the mental model is, the more optimistic the cognition of organizational innovation climate is, and even, the higher degree of perceiving will appear.(3) There is a positive correlation between organizational innovation climate and employees’innovative behavior. The employees’perceiving of the promoting elements in the organizational innovation climate positively affects their innovation behavior; on the contrary, the employees’perceiving of the restraining elements in the organizational innovation climate negatively affects their innovation behavior.(4) The organizational innovation climate acts as the mediate factor in the relationship between mental model of employee and innovation behavior, i. e. the mental mode affects innovation behavior by means of organizational innovation climate. Especially, mental model has positive influence on innovation behavior through the prompting organizational innovation factors.(5) There are significant differences of vital and organization statistics variables on organizational innovation climate and employees’innovative behavior. For example, there are four variables with significant influence on relevant research variables in vital statistics variables:changed job times, educational degree, department and position. In addition, there are two variables in organizational variables:industry and ownership. However, the influence of gender, age and service life on research variables is not significant.Finally, the conclusions are summarized and relevant management ways are brought forth. Some advices are given for future research to avoid the limitation.