Research On The Mechanism Of Employees’ Work Well-being On Their Innovative Behavior

In recent years,with the rise of positive psychology,academia is committed to looking for the "secret" to affecting individual happiness and the "best plan" for its behavioral consequences,which promotes the vigorous development of theoretical and empirical research related to work happiness.However,under the background that more organizations take innovation performance as the main strategic goal,the research on individual innovation behavior and innovation performance of work happiness lags far behind the actual management needs.Although some scholars have proved that work happiness can improve individual innovation level,in the actual organization and management,there exist the current situation of individual work well-being explosion,but lack of innovation behavior and poor innovation performance.Some scholars have questioned the true relationship between work well-being and innovation behavior,and therefore put forward that there is no statistical correlation between them,or even put forward the conclusion that there is a negative correlation between work happiness and innovation behavior.When the relationship between work well-being and innovation behavior is unclear or even there are serious differences,it is necessary to open the "black box" of the relationship between the work well-being and innovation behavior,and adopt a new perspective to explore the action path of work well-being on innovation behavior,so as to find out the relevant variables that play a key role on the basis of clarifying the real relationship between the two.Therefore,effective management suggestions should be put forward to solve the research disputes and enhance the practicability of organizational management objectives,and improve the effectiveness of management methods.At the same time,on the basis that innovation and development is the baton and theme of the development of the whole country,the government takes people’s happiness as the ultimate standard to test and consider their work.In this context,exploring the relationship between work happiness and innovation behavior has more theoretical and practical guiding significance.Based on the above research background,this study,based on resource conservation theory and self-determination theory,systematically combs the relevant literature,elaborates the impact path and mechanism of job well-being on innovation behavior,and focuses on answering the following three questions.(1)Job well-being is not only an individual’s cognitive evaluation of work,but also an individual’s valuable psychological resource.Can we explore the action mechanism between job well-being and innovative behavior from the perspective of resource preservation,so as to test whether psychological resources have an impact on individual behavior and its consequences,so as to correct some abnormal phenomena in reality.(2)Safe organizational attachment is an individual’s lasting and stable emotional connection to the organization.Gratitude is a moral emotion.The two emotions have similar but different roles.This study attempts to explore whether the two emotional variables play an intermediary role between work happiness and innovative behavior,and whether they can take two paths of "demand type" and "dedication type" to explain the relationship between them.(3)The basic psychological needs of individuals include ability,belonging and autonomy.The three basic needs are interrelated and independent.This study selects three basic needs as situational variables to try to explore the impact of ability needs on the relationship between job well-being and innovative behavior,and the impact of belonging needs on the relationship between job well-being and safety,organizational attachment and gratitude,And the impact of autonomy needs on the relationship between safety organization attachment,gratitude and innovation behavior.In order to answer the above questions,this study constructs a theoretical model with job well-being as the independent variable,innovation behavior as the dependent variable,safety organization attachment,gratitude as the double intermediary variable and three basic psychological needs as the regulatory variables.Then,according to the research hypotheses proposed by the model,a series of hypothesis tests are carried out.Firstly,carry out the pre-survey work,screen the items of the scale and test the reliability and validity of the scale according to the data obtained from the pre-survey,so as to ensure the reliability level of the questionnaire.Secondly,the data of the formal questionnaire were obtained by the method of leader-employee pairing,and the research hypotheses were tested by Amos,SPSS and other statistical tools,including descriptive analysis of the sample data,reliability and validity test,common method deviation test,structural equation model,linear regression and non-parametric percentile bootstrap analysis.Finally,the following main research conclusions were drawn:First,work well-being is positively promoting individual innovation behavior.That is,work well-being has a direct path to individual innovation behavior.Second,there is an indirect path between work well-being and innovation behavior mediated by safety organization attachment and gratitude.Third,competency needs to positively regulate the relationship between job satisfaction and innovative behavior.Fourth,belonging needs positively regulate the positive relationship between job satisfaction and safety organization attachment and gratitude,and the mediating role of safety organization attachment and gratitude is significant under the regulation of belonging needs.Fifth,autonomy needs to positively regulate the positive relationship between safety organizational attachment and innovation behavior,but autonomy needs can not regulate the positive relationship between gratitude and innovation behavior.The innovations and contributions of the research are as follows:First,this paper uses resource conservation theory to explain the relationship between job well-being and innovation behavior,and expands the application scope of resource conservation theory So far,in the research on the relationship between work well-being and innovation,the application of resource conservation theory in the relationship between them has not been found.It is rooted in resource conservation theory and can expand the vision of relevant research.Secondly,This study introduces safety organization attachment and gratitude as intermediary variables to build a direct mechanism model of work well-being on innovation behavior,which is innovative.Build a direct relationship model between job happiness and innovative behavior based on the gain and loss of resources,It is necessary to establish a relationship model between job satisfaction and innovative behavior based on psychological resources and the gain and loss of resources.Accordingly,it establishes its "resource-emotion-behavior" path,and constructs two intermediary paths of "demand type" work happiness and safety organization attachment innovation behavior "and" pay type "work happiness gratitude innovation behavior".Thirdly,The boundary conditions of the relationship between job well-being and innovation behavior are found.With the help of self-determination theory,integrating the three basic psychological needs into a theoretical model for research is innovative in theory and practical application.The hypothesis and test of the regulatory effect of different psychological needs in the corresponding specific process is helpful to improve the homogeneity and difference of different psychological needs,Homogeneity urges organization managers to pay more attention to the basic psychological needs of employees,and provides a theoretical basis.Difference helps managers to adopt corresponding management methods according to the different psychological needs of employees.