Research On The Influence Of Employee Cultural Intelligence On Their Innovation Performance

Due to the rapid development of China’s economy and the increasingly severe technological blockade of foreign countries,economic development is increasingly faced with the problem of innovation crisis,and innovation-driven development has become a national strategy of China.Employees are the main body and decisive resource of enterprise innovation.Employee innovation is the source of enterprise innovation,the micro foundation of enterprise innovation and development,and an important way for enterprises to obtain and maintain competitive advantages.The importance of employee innovation performance for enterprise innovation and development has becoming increasingly prominent.According to the enterprise innovation power index of China Entrepreneur Survey System,81.49% of entrepreneurs believe that "lack of innovative talents" is the most important factor affecting enterprise innovation.Innovation and development cannot be separated from the cultural soil that nurtures innovation.However,under the interwoven influence of globalization and Internet technology,economic ties and cultural exchanges on a global scale have never been as close as they are today.The cultural diversity environment that people are facing is becoming more and more obvious,and the cultural collision and intercultural conflict are also becoming more and more intense.Employees are increasingly embedded in the work environment of cultural diversity.Organizational cultural diversity and the resulting cultural conflicts enhance the impact of cultural environment factors on innovation,but also put forward new requirements for organizational cultural management.Based on the above research background,this study focuses on the impact of cultural intelligence on employees’ innovation performance.Systematic literature review found that few scholars paid attention to the impact of cultural intelligence(CQ),the cross-cultural interaction ability,on innovation performance.The research on the relationship between culture,cultural management capability and innovation performance is lacking in both theoretical research and empirical analysis.This paper studies the connotation and construct of cultural intelligence and discusses the relationship between cultural intelligence and employee innovation performance.The research can not only enrich the organizational management theory and innovation management theory of enterprises,but also have important practical significance for guiding enterprises to build innovation-oriented organizational culture,improving cultural intelligence,and promoting the innovation performance of employees and enterprises.On the basis of systematic literature review,this paper combines organizational management theories such as cultural diversity management paradigm,self-determination theory,social learning theory,optimal distinctiveness theory and social exchange theory,integrates employee cultural intelligence,employee inclusiveness,knowledge sharing among employees and organizational cultural differences into an integrated analysis framework,constructs a theoretical model of employee cultural intelligence influencing employee innovation performance,which takes organizational cultural difference as the moderating variable and employee inclusiveness and knowledge sharing as the mediating variable.Through in-depth and systematic theoretical analysis,the theoretical hypothesis is put forward.By referring to the relevant theoretical research and mature scales at home and abroad,and following the general steps of scale development,the questionnaire of this research topic was designed.On the basis of obtaining a number of survey data,SPSS,AMOS and other software were used to conduct data analysis,test theoretical hypotheses,and draw research conclusions.Based on the results of theoretical and empirical analysis,this paper puts forward corresponding countermeasures and suggestions for enterprises to effectively improve employees’ cultural intelligence,promote employees’ sense of organizational inclusiveness and knowledge sharing behavior,so as to improve employees’ innovation performance.Through theoretical and empirical research,this paper draws the following conclusions :(1)cultural intelligence not only directly affects employees’ innovation performance,but also indirectly affects employees’ innovation performance by enhancing their sense of inclusion and knowledge sharing.As an indicator of intercultural interaction ability,employee cultural intelligence has a significant impact on employee innovation performance.When faced with cultural conflicts and cross-cultural situations,employees with higher cultural intelligence can effectively use their own cultural knowledge to adjust their behaviors and have higher motivation to communicate,interact and cooperate with employees with different cultural backgrounds,so as to promote individual innovation.Therefore,enterprises should pay special attention to the promotion of employees’ cultural intelligence in innovation management.(2)Knowledge sharing has a significant impact on employee innovation performance,and plays a mediating role in the impact of employee cultural intelligence on innovation performance.Higher culture intelligence help to intercultural communication between employees and promote knowledge transfer and knowledge sharing,is conducive to innovation.It should be an important content of enterprise innovation management to construct a mechanism conducive to employee knowledge sharing.(3)Although employee inclusion has no significant direct mediating effect on employee cultural intelligence and innovation performance,it can indirectly affect employee innovation performance through influencing knowledge sharing among employees.Employees’ sense of inclusion has a positive impact on knowledge sharing.A high sense of inclusion enables employees to have a stronger sense of belonging to the organization and be themselves.They can feel that they are a member of the organization and promote knowledge sharing,which is conducive to innovation.Therefore,the management of enterprise innovation activities should not ignore the improvement of employees’ inclusion.(4)Organizational cultural difference and its two dimensions have a positive moderating effect on the impact of cultural intelligence on employee innovation performance and cultural intelligence on employee inclusion,it plays a negative moderating role in the influence of cultural intelligence on knowledge sharing.In an organizational environment of cultural diversity,the management should pay attention to the establishment of organizational culture conducive to the improvement of employees’ sense of inclusion and innovation performance.To maintain a moderate level of organizational cultural diversity is beneficial to employees’ behavior and innovation performance.Only when an organization maintains a moderate level of organizational cultural diversity can it be beneficial to employee behavior and innovation performance.The innovation of this paper is mainly reflected in the following aspects :(1)Based on previous studies,the measurement scale of related variables is constructed.In accordance with the general steps of scale development and on the basis of previous studies by scholars,this paper uses the deductive method and the inductive method to compile the scale of relevant variables in this study.(2)This study expands the theoretical research on the management of organizational cultural diversity.Based on the theory of cultural intelligence,this paper constructs a relationship model between cultural intelligence and employees’ sense of inclusion,knowledge sharing and innovation performance by applying the "integrationlearning" viewpoint of the cultural diversity management theory paradigm proposed by Thomas and Ely.It combines the new perspective of inclusive diversity management with the "integration-learning" perspective of diversity management paradigm.Although the "integration-learning" point of view emphasizes the advantages of using diversity,it does not solve the drawbacks and binary antagonism caused by diversity,and the measures related to diversity management are still controversial in organizational management.This paper links the management ability of cultural diversity with the perception of inclusion,shelves the analysis of the advantages and disadvantages of diversity,criticizes the idea of binary opposition,and balances the binary nature of diversity.This is not only an extension of the original paradigm of cultural diversity management,but also in line with the current new theoretical perspective of diversity management.(3)This study reveals the internal mechanism of how cultural intelligence influences innovation performance.This paper discusses the direct and mediating effects of employee inclusion and knowledge sharing on employee cultural intelligence and innovation performance,and analyzes and verifies the mechanism of "employee cultural intelligence→employee inclusion→knowledge sharing→innovation performance",which is a complex chain intermediary mechanism.This study establishes a bridge between cultural intelligence theory and innovation management research at the theoretical level;It is the first time to integrate cultural intelligence and inclusion theory under the background of organizational cultural diversity research;Furthermore,the close relationship between cultural intelligence and internal knowledge management is verified theoretically and empirically.Analyzed from a larger research field,the results of this paper theoretically deepen the relationship between organizational culture and organizational innovation,and combine the management concept of organizational culture management,which is abstract and difficult to quantify,with inclusiveness and innovation-driven development at the individual research level.(4)This study deepens the research on the causal effect of employees’ sense of inclusion.This paper studies the positive effect of cultural intelligence on the perception of inclusion from two aspects: theoretical discussion and empirical analysis;It constructs the theoretical connection between individual inclusiveness and knowledge management and verifies the positive influence of employee inclusiveness on knowledge sharing;And discusses the relationship between employee inclusiveness and individual innovation performance,although no direct significant conclusions are drawn,the possible reasons are explained from the perspective of theory and Chinese management practice,and the significant impact of the mediating mechanism through knowledge sharing on innovation performance is analyzed.The research in this paper deepens the research on the causal effect of individual inclusion from a theoretical perspective,especially the exploration of cultural intelligence as an antecedent variable,which provides a theoretical reference for future research.Based on the results of theoretical and empirical research,this paper puts forward corresponding countermeasures and suggestions for management practice,including:(1)In the current enterprise environment of cultural diversity and cultural conflicts,to improve the innovation performance of employees,enterprises should strengthen the intervention of cultural intelligence of employees.In each link of human resource management,we should pay attention to the staff’s cultural intelligence;To establish an organizational cultural environment conducive to enhancing employees’ cultural intelligence;Strengthen employees’ personality training of high cultural intelligence.(2)Increase the willingness of employees to share knowledge.The research of this paper shows that employees’ knowledge sharing is an important mediating factor,which inspires managers in enterprises to create a learning oriented knowledge sharing atmosphere in management practice,stimulate employees’ motivation of knowledge sharing,and improve employees’ willingness of knowledge sharing.Managers should pay attention to enhancing the characteristics of employees’ knowledge sharing,pay attention to the influence of corporate cultural atmosphere on knowledge sharing,and pay attention to eliminating the obstacles of knowledge sharing within enterprises.(3)Strengthen organizational management to enhance the inclusion perception of employees.Enhancing employees’ perception of inclusion helps managers effectively manage diversity,bring into play the synergistic effects of diversity,and avoid destructive conflicts caused by diversity.To improve employees’ perception of inclusion,they should improve their own diversity management ability and enhance their cultural intelligence;We should also strengthen the management of employee diversity in the workplace,pay attention to the management of employee differences,communication methods and employee relations in the workplace;We should pay attention to the selection of inclusive leaders and create an inclusive atmosphere in the enterprise,so as to create a fair,safe and inclusive environment for employees and make every member of the enterprise believe that they will be treated fairly and respected.(4)Building an innovation-oriented corporate culture.Organizational culture difference is the key moderating factor of innovation performance,which inspires managers to construct innovation-oriented organizational culture in management practice.Managers should pay more attention to the integration and innovation of multiculturalism,especially at the staff level.They should regard employees as important capital elements,and attach importance to the multicultural background of employees and the resolution of cultural conflicts among employees.