Influencing Mechanism On R&D Staff' Innovative Behaviors

As China's rapid economic development, the GDP increased gradually in the world rankings. However, it is necessary to continuously upgrade the capacity of independent innovation for changing from a big economic country into an economic power in China. Therefore, China's government put forward the goal of building an innovative country, and enterprises were confirmed as the main subject for independent innovation. Enterprises' innovation behaviors come from three levels: organizational level, group level, and individual level, and employee's innovative behavior in individual level is the starting point and foundation for organizational innovation. Although the "innovative management" is not a fresh theme for research in the field of organizational management, the research on the employees' innovative behaviors at individual level in the organization is not yet mature in a systematic way. In this thesis R&D staff were studied as the research objective and the influencing mechanism on employees' innovative behaviors were explored from the perspectives of the quality of working life and organizational culture orientation. In the whole study, the quality of working life was regard as a driving force for motivating innovative behaviors, and the organizational culture orientation was considered to guiding the innovative behaviors. The whole research was divided into three studies: the first study is about classification and judgment on employees' quality of working life in relation to innovative behaviors; the second study is concerning the affect influencing mechanism during the process of the quality of working life acting on the innovative behaviors; the third study is for organizational culture orientation influence on staff's innovative behaviors based on the views for enterprise's interest. In the three studies, many hypotheses were verified through the empirical study on 823 R&D staff among 72 domestic organizations in China.In the first study, based on the appraisal for the current research on construction about quality of working life, a profile model of multi-dimensional construction is presented, which consists of four types of quality of working life given the different combination of two dimensions in terms of job attainment and job demand. They are achievement type, pleasure type, oppression type, and desert type. It has been found that R&D staff show significant differences at their innovation level among the four different types of staff in regards to their quality of working life. Specifically the innovation level from achievement type is significantly higher than that of other three types. The innovation level from pleasure type is obviously higher than that of oppression and desert types.In the second study, the two hypothetical model of the mediating function were constructed. One is the completely mediating relationship which reflects the job attainment has an impact on innovative behaviors through the work affect, and the other is to describe the work affect's partly mediating function during the job demand acting on innovative behaviors and the job demand itself has a direct effect on innovative behavior. Through empirical study it has been found that: ?the positive affect has a great positive impact on innovative behavior; the four factors of job attainment including internal compensation, interpersonal harmonization, work recognition and work growth can make an indirect influence on innovative behaviors by promoting staffs positive affect; especially, the factor of work recognition can facilitate directly on innovative behaviors; ?the relationship of job demand and innovative behavior is found be an inverted U-shaped curve;â‘¢in the three factors of job demand, the normal demand of workload play a promoting role for innovative behaviors and positive affects; on the contrary, the demand of overloaded work can hamper innovative behaviors and positive affects significantly; the two factors of job demand directly impact on the innovative behaviors but in the opposite directions, and they also indirectly impact on the innovative behaviors through positive affects, and the positive affect partially plays a mediating role in the process of the two factors acting on the innovative behaviors; the learning demand itself doesn't exhibit direct impact on innovative behaviors, and it acts on innovative behaviors indirectly by promoting positive affects, and the positive affect fully plays a mediating role.In the third study, according to various levels of attentions on current interest and long-term interest from enterprises, organizational culture orientation is divided into three categories that are financial outcome orientation, marketing outcome orientation and innovation and learning orientation. Through the empirical study some results have been found:â‘ marketing outcome orientation and innovation and learning orientation exhibit significant and positive impact on staffs innovative behaviors. However, financial outcome orientation appears to have negative impact on innovative behaviors;â‘¡financial outcome orientation could restrain the positive promotion function that marketing outcome orientation extends to innovative behaviors;â‘¢marketing outcome orientation reinforces the positive impact that innovation and learning orientation works for staff's innovative behaviors;â‘£positive affect plays mediating roles in the process of marketing outcome orientation and innovation and learning orientation acting on the innovative behaviors, and promoting function of the marketing outcome orientation on the innovative behavior is completely come from the positive affect.