| At present,the international and domestic market competition environment is complex and changeable,the phenomenon of "trade war" and "technology monopoly" is becoming more and more intense,and innovation has become the key link of competition between countries.Only in the practice of innovation can enterprises find and cultivate talents,gather and call talents in the cause of innovation,train and excavate talents in innovation activities,and strive to cultivate innovative scientific and technological talents with good quality and reasonable structure.China's high-tech enterprises still have a large number of foreign "neck" technologies,which urgently need to obtain the core innovation ability to cope with foreign countries in the current fierce competition environment.Employee innovation is the basis and main body of enterprise innovation,and is the most important component of innovation.The employees of high-tech enterprises have the characteristics of high quality,high innovation and strong desire for self realization.They have incomparable advantages in promoting enterprise innovation compared with other traditional enterprises.They are distributed in various departments of enterprises,such as technology research and development,administration,logistics service,marketing and brand promotion.They are the best ones to know the shortcomings,development problems and identify innovation The innovation unit of new opportunities,how to make the maximum development and utilization of individual employees become the key trigger of "problem discovery","opportunity identification" and "breakthrough innovation",we must respect the employees,understand their personality psychology,stimulate their innovation psychology,make good use of the law of psychological capital,and make the employees of high-tech enterprises voluntarily participate in all aspects of the enterprise Innovative behavior at different levels.In recent years,the research field of employees' innovative behavior has gradually become a hot topic of the majority of scholars.Most international and domestic scholars analyze the influence mechanism of individual,group or organization of employees' innovative behavior from the perspective of univariate or multivariate.The research perspective of this study is the combination of organizational behavior and environmental dynamics to study the influence of employees' innovative behavior Mechanism,further expand the research of employees' innovative behavior,deeply analyze the new situation of employees' innovative behavior in high-tech enterprises,and explore how to promote their innovative behavior through the promotion of employees' psychological capital.At present,the existing literature has focused on the impact of psychological capital on employees' innovative behavior.However,there is little in-depth research on the internal mechanism and specific action situation of psychological capital on employees' innovative behavior.Moreover,in the existing theoretical research,the research conclusions are inconsistent,especially in some specific research problems There are some differences.Based on the existing theories and practices at home and abroad,this paper,from the perspectives of psychological capital theory,job requirement resource theory,dual innovation theory,resource-based theory,knowledge management theory and so on,closely around the basic problem of "how psychological capital affects employees' innovative behavior",establishes the "psychological capital work engagement employees' innovative behavior" and "psychological capital" The purpose of this study is to explore the influence path between psychological capital and employees' innovative behavior.This study uses empirical research method to carry out in-depth research on it: Firstly,this study selects high-tech enterprise employees as the research object,and on the basis of the existing literature,initially forms the psychological capital Based on the analysis framework of the relationship between task-based,learning based,relationship based and innovation based psychological capital,this paper puts forward the initial hypothesis proposition of this study: task-based,learning based,relationship based and innovation based psychological capital can enhance employees' innovation behavior.Secondly,based on the literature discussion,this paper constructs a theoretical model.Taking psychological capital as the starting point,this paper introduces two variables of work engagement and knowledge sharing.Under the current reality and theoretical background,it constructs the research hypothesis and conceptual model of psychological capital and employees' innovation behavior.At the same time,it discusses the concepts of psychological capital,work engagement,knowledge sharing and employees' innovation behavior,This paper divides the existing research dimensions of these variables,and further discusses the measurement methods of each variable,so as to lay a foundation for further exploring the influence mechanism of psychological capital on the innovation behavior of employees in high-tech enterprises.The first mock exam is to integrate psychological capital theory,resource base theory,job request resource theory,knowledge management theory and dual innovation theory into unified model,and further research hypotheses are put forward.Finally,on the basis of the previous research on main effect and mediating effect,according to the current international and domestic situation,this paper introduces the variable of environmental dynamics as a moderating variable,and from the perspective of environmental dynamics,investigates whether there are differences in the influence mechanism of psychological capital,work engagement and knowledge sharing on employees' innovation behavior in the context of differentiation.Finally,the moderating effect model of environmental dynamics(technology dynamism and market dynamism)on the relationship between psychological capital,work engagement,knowledge sharing and employees' innovative behavior is formed.Through the research integration model and the test of research hypothesis,the main conclusions of this research were as follows:Firstly,the main effect of psychological capital on employees' innovative behavior has been tested.Psychological capital and its four dimensions(innovation type,relationship type,learning type and task type)have a significant positive impact on employees' innovation behavior.Secondly,the mediating effects of job involvement and knowledge sharing are tested.Work engagement and its three dimensions have a significant positive impact on employees' innovative behavior.Job involvement has a partial mediating effect between psychological capital and employees' innovative behavior.Knowledge sharing and its two dimensions(willingness and ability)play a significant positive role in employee innovation behavior.Knowledge sharing has a partial mediating effect on employees' innovation behavior in psychological capital.Job involvement and knowledge sharing have a chain mediating effect between psychological capital and employees' innovative behavior.Thirdly,the moderating effect of Environmental dynamics has been tested.The moderating effect of Environmental dynamics on psychological capital and employees' innovative behavior is significant.Technology dynamism positively moderates the relationship between work engagement and employees' innovative behavior,technology dynamism negatively moderates the relationship between knowledge sharing and employees' innovative behavior,and technology dynamism also negatively moderates the indirect impact of psychological capital on employees' innovative behavior through knowledge sharing.Market dynamics negatively moderates the relationship between work engagement and employees' innovative behavior;market dynamics positively moderates the relationship between knowledge sharing and employees' innovative behavior;market dynamics negatively moderates the indirect impact of psychological capital on employees' innovative behavior through work engagement;market dynamics positively moderates the indirect impact of psychological capital on employees' innovative behavior through knowledge sharing.This study major research contributions are as follows: Firstly,this study breaks the limitations of the original literature and concepts,enriches the research field of employees' innovative behavior from the dual perspectives of organizational behavior and environmental dynamics.Secondly,it breaks through the limitations of the original research perspective,builds the dual driving core of "work engagement" and "knowledge sharing",constructs an integrated model of the influence mechanism of independent variables of psychological capital on dependent variables of employees' innovation behavior,analyzes the impact effects of both,tests the role of work engagement and knowledge sharing in the process and the chain mediation effect,and establishes the "psychological capital work engagement knowledge sharing" The theoretical framework of "employees' innovative behavior" provides a new dimension and new method for future integration model research.Thirdly,based on the current international and domestic realistic situation boundary,this paper explores the regulatory mechanism between environmental dynamics and psychological capital and employees' innovative behavior.The existing literature pays less attention to the effect of psychological capital on employees' innovative behavior from the perspective of environmental dynamics,and the results of this paper will show different changes.This research expands the depth of the existing research on the effect of psychological capital on employees' innovation behavior,and provides scientific management methods and practical guidance for high-tech enterprises to improve employees' innovation behavior under different technological dynamics and market dynamics. |
PDF Full Text Request