Research On The Mechanism Of Total Rewards And Job Characteristics To Employees' Innovation Performance

Innovation is the soul of a nation's progress and the key to our victory in increasingly fierce competition.In the past 40 years of reform and opening up,China's rapid economic development has mainly depended on investment,imitation and tracking,while innovation is inadequate,not to mention innovations with core competitiveness.Innovation is the strategic support for the construction of a modern economic system,and is the primary driving force for economic development.In order to enhance and maintain the competitive advantages of enterprises and promote the sustainable development of China's economy,it is urgently necessary for the Chinese economy to shift from external forces to internal forces,which means transformation from "element-driven" to "innovation-driven".Previous researches on innovation mainly focused on knowledge workers such as scientific and technical personnel,R&D personnel,and employees of high-tech companies,mainly focusing on research and development investment,innovation atmosphere,manager style,and organizational support.Research has been conducted on aspects such as salary or work autonomy,but there is no systematic study on the mechanism of total rewards impact on the employee's innovation performance.Based on the theory of creativity and innovation,human capital theory and self-determination theory,this paper constructs a moderated mediation model to probe how total rewards,job characteristics,human capital investment,and achievement motivation affect employee's innovation performance as well as the adjustment mechanism.After investigations in 26 provinces,municipalities,and autonomous regions,2000 questionnaires were issued and 1265 were recovered.Finally there are 1151 questionnaires were effectively recovered with 114 invalid questionnaires identified.On the basis of literature analysis and questionnaire survey methods,SPSS21.0 and AMOS21.0 statistical analysis methods were used to test the hypotheses.The dissertation made the following attempts: To promote the shift of main body of innovation performance from the formal subject to the practice subject,and the shift of research on employee innovation performance from the exogenous driving force to the endogenous driving force.The following conclusions are drown :(1)Total rewards and job characteristics positively affect the employee's innovation performance.Total rewards and job characteristics positively affect the employee's innovation performance respectively.In the influence of the total rewards and job characteristics on the employee's innovation performance,the explanation of the job characteristics is greater than the total rewards.Benefits,performance,work-life balance,and recognition and professional development in total rewards significantly positively affect the employee's innovation performance,and the relationship between compensation and the employee's innovation performance presents a theoretical support for the U-shaped quadratic curve as the total rewards for high compensation benefits;The study of total rewards on the employee's innovation performance found that the effect of monetary rewards began to decline,and the effect of non-monetary rewards gradually increased.Skill diversity,task integrity,and feedback in the job characteristics significantly positively affect the employee's innovation performance.The relationship between mission importance and the employee's innovation performance is a U-shaped quadratic curve.Work autonomy has no relationship with the employee's innovation performance.However,under the general mediation of total total rewards,the work autonomy dimension has a significant negative effect on the employee's innovation performance.The conclusions of many experts and scholars are inconsistent.(2)Total rewards and job characteristics positively affect human capital investmentTotal rewards and work characteristics positively affect human capital investment respectively.In the influence of the total rewards and job characteristics on the human capital investment,the explanation of the job characteristics is greater than the total rewards.In addition to the U-shaped quadratic curve relationship among compensation of total rewards,the mission importance?work autonomy of work characteristics and the human capital investment,the benefits,performance and work-life balance,recognition and professional development,and skills diversity,mission integrity,and feedback of job characteristics have all positively impact on human capital investment.(3)Human capital investment intermediates the influence of total rewards and work characteristics on the employee's innovation performanceHuman capital investment has a significant positive affect on the employee's innovation performance;Human capital investment partially mediates the impact of total rewards and job characteristics on employees' innovative performance.However,in the impact of total rewards and job characteristics on the employee's innovation performance,the direct impact of total rewards on the employee's innovation performance is completely replaced by human capital investment.The direct impact of job characteristics on the employee's innovation performance is partially replaced by human capital investment.The three dimensions of human capital investment have a significant positive impact on the employee's innovation performance.The sub-dimension of human capital investment in the impact of total rewards and job characteristics on the employee's innovation performance,general human capital investment has a greater substitution impact on job characteristics,specific human capital investment has a greater substitution impact on total rewards,and innovative human capital investment is completely Instead of the impact of accreditation and career development on the employee's innovation performance,the three human capital investments completely replace the impact of task integrity on the employee's innovation performance.(4)Achievement motivation has a moderating effect on the total rewards,job characteristics,and human capital investment impact on the employee's innovation performanceAchievement motivation is not only direct,but also indirect regulates the impact of total rewards and human capital investment on the employee's innovation performance,and adjusts its forward and backward paths.Achievement motivation only indirectly regulates the impact of job characteristics and human capital investment on the employee's innovation performance,and adjusts its forward and backward paths.After a comparative analysis of multi-group paths,it is further verified that the theoretical model constructed in this study is an adjusted mediation model.The main innovations to be achieved are:(1)Explored a four-dimension total rewards model adapted to China's situationUnder the large sample data of China's situation,empirical tests were conducted on the five-dimension total rewards model(compensation,benefits,work-life balance,performance and recognition,career opportunities and personal development)of the second phase of the American Pay Association.Through exploratory factor analysis,the total rewards was turned into a four-dimension total rewards model(total rewards,benefits,performance and work-life balance,recognition and professional development)that fits the Chinese scenario,which is not exactly the same as the third-phase six-dimension total rewards model(total rewards,benefits,work and life effectiveness,performance,recognition,and talent development)of the American Pay Association.(2)Construct a moderated mediation model of the effect of total rewards and job characteristics on the employee's innovation performanceAfter empirical studies,it is found that based on the richness and development of the traditional theory of compensation(monetary reward)impact on the employee's innovation performance,the impact of the employee's innovation performance not only from the development of monetary rewards to the total rewards of the organic combination of monetary rewards and non-monetary rewards,but also from extrinsic rewards(total rewards)develops into an organic combination of extrinsic rewards and intrinsic rewards(job characteristics).According to previous studies,Increased rewards helps increase human capital investment.Combining new growth theory that innovation depends on human capital the research path of "total rewards-human capital-innovative performance" is conceived;According to the theory of self-determination,which says it is necessary to exert objective incentives,but also to exert subjective initiative,the factors that affect the employee's psychological and behavioral factors are introduced.After theoretical analysis and empirical test,combining human capital investment and achievement motivation,a moderated mediation model based on the effect of total rewards and job characteristics on the employee's innovation performance was established.(3)Compared with extrinsic rewards,intrinsic rewards are more conducive to the employee's innovation performanceAfter empirical analysis and testing of the theoretical model,this study found that the intrinsic rewards job characteristics is more helpful to promote the employee's innovation performance in the impact of human capital investment and the employee's innovation performance,or in the mechanism of total rewards and job characteristics on the employee's innovation performance.This result further validates the core view of creativity and innovation composition theory.The intrinsic motivation of employees is the most basic factor that affects employee innovation.This study constructs a structural equation model on how total rewards and job characteristics affect the employee's innovation performance.It validates the mediating role of human capital investment and the moderating role of achievement motivation,analyzes the influencing factors and mechanisms of the employee's innovation performance and theoretically revises the total rewards model adapted to China's situation which tries to introduce innovative human capital investment into human capital investment research;In terms of practice,in order to enhance and maintain the company's core competitiveness—innovation,it provides a theoretical foundation and support for the company's compensation management practices and work design and redesign.Through the improvement of employee's achievement motivation,it encourages companies and employees to invest in human capital and promote the enterprise,and promotes innovation driven by enterprises and employees by raising employee's achievement motivation,in order to provide theoretical support for China's economy to achieve power transformation,structural optimization and efficiency improvement.