| The complexity of social and economic development lies in the integration of multilevel and multi-dimensional factors.The ever-changing scientific and technological innovation leads the general direction of social and economic development.The formulation of innovation strategy and the updating measures of industrial upgrading escort the rapid development of social economy.However,our understanding of the relationship between population and socio-economic development remains vague.According to the results of the seventh population census released in 2021,the elderly population aged 60 and above in the mainland is 264 million,accounting for 18.7% of the total population,indicating that China has passed the period of rapid population aging in the past 10 years and will deal with a more rapid population aging port in the next 10-20 years.How to deal with the impact of demographic structure change on social and economic development has been elevated to the height of national strategy in the fifth Plenary Session of the 19th CPC Central Committee.The large-scale employee queue formed by the high fertility rate in the 1960 s,which is now working in enterprises,has entered the retirement period one after another.Meanwhile,"fewer children" means that fewer young employees enter enterprises,and the implementation of the delayed retirement policy has been promoted.The change of population structure leads to the diversification of the age structure of employees within the enterprise,and reshapes the ways and methods of knowledge exchange,sharing and transfer among employees within the organization.As a large number of elderly employees leave the organization due to retirement,which is expected to lead to knowledge loss and loss of organizational innovation capacity,there is an urgent need for enterprises to enhance the creativity of young employees in the organization in response to demographic changes and the pressure of market innovation demands to maintain the competitive advantage of the organization.Amabile(1983)believed that employees' work motivation,domain-related skills and creativity related skills were the main components of creativity.For young employees in the organization,due to the shortage of their own knowledge structure,experience and skills,they need to improve their learning willingness in practical work,actively acquire experience and skill knowledge resources to accumulate domain-related skills and creativity skills,and promote the improvement of creativity.Learning intention,as a direct representation of employees' work motivation,is especially important for the career development and ability improvement of young employees in organizations with diverse age structures,and is the source power for employees to seek work significance and value and realize self-growth motivation,however,the existing research questions about the willingness to learn are scarce,scholars also unable to agree to the concept and connotation of willingness to learn,to learn the will of the research has yet to receive the attention it deserves,especially learning intention in the context of employees age structure diverse organization the problem such as creativity,which affect how young staff did not fully discuss and answer.In innovation practice,it is a common phenomenon in organizations that young employees acquire experience,skills and other knowledge resources based on their strong learning willingness to enhance their individual creativity and thus enhance the overall innovation ability of the enterprise.However,theoretical studies lack a clear explanation of key issues,such as the influence mode and specific path mechanism of learning willingness on young employees' creativity.Therefore,this study summarized the connotation,characteristic and willingness to learn,on the basis of related research,discusses the young workers how to use the learning will effectively promote young employee creativity,which not only helps to reveal the willingness to learn and the influence of the young employee creativity mechanism,willingness to learn and rich young employee creativity theory research,It also provides effective countermeasures to solve the pressure of aging population on social and economic development.Although willingness to learn can positively influence the creativity of young employees,the specific pathway between the two still needs to be further explored and explored.Employees are the main carrier of organizational knowledge,so knowledge transfer among employees within an organization is an important channel for employees to learn organizational knowledge.Diversified age structure of employees In an organization,elderly employees,as senior employees in the field,store a large amount of experience and skills related to the professional field.How young employees effectively acquire these valuable experience,skills and knowledge is crucial to prevent the loss of the organization.Some scholars have proposed that how young employees should use their learning willingness to promote intergenerational communication,and the process of acquiring the experience and skills of older employees has a profound impact on the relationship between learning willingness and young employees' creativity.This study refers to the process of intergenerational knowledge transfer by which young employees communicate,interact,learn and acquire their experience,skills and other knowledge resources with the purpose of knowledge inheritance and innovation.Intergenerational knowledge transfer can help young employees accumulate field-related experience and skills and knowledge resources,realize knowledge inheritance and innovation through intergenerational transfer,and inspire young employees to generate more novel and practical new ideas in innovation practice.Therefore,intergenerational knowledge transfer may play a key role in the relationship between learning intention and young employees' creativity.Motivation theory holds that MOA model can effectively predict the generation of behaviors.The Motivation in the model is the main driving force for the generation of behaviors,the Opportunity represents the Opportunity and possibility of the occurrence of behaviors,and the Ability is the necessary tool to guarantee the generation of behaviors and the generation of behaviors.In this paper,MOA model is introduced to analyze the influencing factors of intergenerational knowledge transfer,and the "motivation","opportunity" and "ability" in the model are translated into learning intention(M),organizational climate(O)and absorptive capacity(A)in this study.Previous studies that learning will,organization atmosphere and absorbing ability can have a positive impact,knowledge transfer,but there is no research in the age structure diverse organizational situations in employees,three into the same model framework,further reveal the learning will affect the path of the intergenerational knowledge transfer mechanism and its boundary conditions.Based on the intergenerational inheritance theory,motivation theory and knowledge management theory,this study studies the influence mechanism of learning intention on young employees' creativity,and deconstructs the specific influence mechanism of learning intention on young employees' creativity by taking the relationship between the two as the main line of research.The relationship models of learning intention,organizational climate,absorptive capacity,intergenerational knowledge transfer and young employees' creativity were constructed to explain the direct influence of learning intention on young employees' creativity,the mediating effect of intergenerational knowledge transfer and the boundary conditions of learning intention on intergenerational knowledge transfer.In this study,the MOA model is used to analyze the influencing factors of intergenerational knowledge transfer and the interaction between variables.The main research contents of this paper are as follows:First,through combing,summarizing and summarizing relevant literatures at home and abroad,this paper puts forward the research ideas of studying willingness to learn on young employees' creativity.In the part of theoretical basis and literature review,the intergenerational inheritance theory,motivation theory and knowledge management theory are sorted out to provide a theoretical basis for this study.At the same time,it systematically reviews and reviews the theoretical research on learning intention,organizational climate,knowledge absorption capacity,intergenerational knowledge transfer and young employees' creativity,and summarizes and extracts the concept,dimension,antecedent and outcome variables of relevant variables.Second,based on relevant theoretical research,this paper constructed a theoretical model of learning intention on young employees' creativity based on the mechanism of learning intention,organizational climate,absorptive capacity,intergenerational knowledge transfer and young employees' creativity.On this basis,11 hypotheses are proposed to further reveal the direct impact of learning intention on young employees' creativity,the mediating role of intergenerational knowledge transfer,and the moderating role of organizational climate and knowledge absorption capacity as boundary conditions of learning intention on intergenerational knowledge transfer.Thirdly,a formal questionnaire containing 41 items was determined by means of expert discussion and preliminary research,and a total of 361 valid questionnaires were collected in Taiyuan,Chongqing,Guangzhou,Beijing and Changchun by means of field interview,email and wechat.SPSS26.0,AMOS17.0 and PROCESS3.2 were used to analyze and empirically test the data.The results showed that 10 of the 11 hypotheses were supported by the data and 1 was not supported by the data.The data test results were further analyzed and discussed.Fourthly,the main conclusions are summarized as follows :(1)learning intention has a positive impact on young employees' creativity.This study based on the related literature and theoretical basis from the perspective of knowledge inheritance and innovation,the age structure of employees is analyzed in diverse tissues young workers how to use and their willingness to learn through the intergenerational knowledge transfer between older employees to enrich their knowledge structure,enhance cognitive flexibility and cognitive persistence to promote creativity.The results show that willingness to learn can significantly positively affect young employees' creativity.(2)Intergenerational knowledge transfer mediates the relationship between learning intention and young employees' creativity.Learning intention positively influences intergenerational knowledge transfer and intergenerational knowledge transfer positively influences young employees' creativity.Intergenerational knowledge transfer plays a mediating role in the relationship between learning intention and young employees' creativity.(3)Learning intention,organizational climate and absorptive capacity are important influencing factors of intergenerational knowledge transfer,and learning intention significantly positively promotes intergenerational knowledge transfer;Organizational climate positively enhances the relationship between learning intention and intergenerational knowledge transfer.Absorptive capacity positively enhances the relationship between learning intention and intergenerational knowledge transfer.The research conclusions of this paper can enrich and improve the existing theoretical and practical research to a certain extent.The innovations are mainly reflected in the following three points:Firstly,by introducing MOA model and incorporating learning intention,organizational climate and absorptive capacity into the same model,this study analyzes and verifies the influence of young employees' learning intention on intergenerational knowledge transfer and boundary conditions in organizations with diverse employee age structures,expanding the application context of MOA model.Many studies have applied MOA model to consumer behavior and social capital in the field of marketing,such as the analysis of influencing factors of customer participation in service recovery(Chen Ke,2014),and cognitive capital as motivation factors include the Shared norms and trust and relationship capital factors as a chance to exchange created opportunities for social capital,structural capital as the capacity factor provides the resources and competence,therefore,only in the cognitive social capital,the structure of the relations of capital and capital exist at the same time can be activated.But few researches the earth-sized model associated with the process of individual level specific knowledge management,this paper based on the theories of motivation,focusing on the study of the relationship between intention and intergenerational knowledge transfer,organizational climate and the knowledge absorptive capacity as key regulators of willingness to learn and intergenerational knowledge transfer between variables,has been clear about the willingness to learn how to influence the boundary conditions of intergenerational knowledge transfer,It not only expands the application context of MOA model,but also enrich is relevant researches on intergenerational knowledge transfer to a certain extent.Second,this paper takes intergenerational knowledge transfer as a key variable linking learning intention and young employees' creativity,focuses on the mediating effect of intergenerational knowledge transfer on learning intention and young employees' creativity,and clarifies the mechanism of learning intention on young employees' creativity.Most of the existing studies focus on the influence of motivation and knowledge management process on employee creativity,ignoring the role of knowledge management process as a bridge between motivation and employee creativity.In addition,most studies on intergenerational knowledge transfer regard intergenerational knowledge transfer as a single dimensional variable and do not distinguish the specific channels of transfer.The widespread application of digital information technology provides more choices for internal communication among employees.Based on the above analysis,this article from the perspectives of motivation-behavior-ability and inspection intergenerational knowledge transfer online,offline respectively intergenerational knowledge transfer in the willingness to learn and intermediary effect between young employee creativity,and the test results are compared and analyzes its reason,the research conclusion not only expand the forming mechanism of young employee creativity,It also provides a new perspective for the study of intergenerational knowledge transfer.Third,based on the theory of motivation,this study verified the employee age structure diverse organizational learning intend to young employees' creativity,system reveals the mechanism of learning will affect young employee creativity,expand the application of motivation theory in age structure diverse employees organization situation,for the current employee age structure diversity within the organization,It is of great significance for young employees to promote individual creativity through their willingness to learn.Motivation theory is often used to explain the relationship between behavior and motivation.In organizations with diversified employee age structure,learning willingness,as a direct reaction of work motivation,has become a key factor affecting the generation of creativity.Previous studies on creativity focused on the influence of personality traits,cognitive style,knowledge and ability,values,leadership style and other factors on employee creativity,lack of specific mechanism of learning motivation and creativity,especially large-scale sample empirical studies.Therefore,it is necessary to explore how the learning intention of young employees in organizations with diverse employee age structure effectively affects the generation process of individual creativity from the perspective of current enterprise practice needs.The research conclusion enriches the antecedent research on creativity to a certain extent and forms a situational extension of motivation theory. |
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