The Relationship Of Adaptive Performance, Organizational Identification And Innovation Behavior: The Effect Of Growth Need

Adaptive performance makes a general reference to the adaptive behavior, that is behaviors when facing changes of the working environment and conditions, individuals can migrate experience to new tasks. It includes four dimensions: the adaptive performance interpersonal relations and culture, the adaptive performance in coping with stress, the adaptive performance in learning new skills and the adaptive performance in creative problem solving.Most present researches on the emerging concept focused on its domestic impact of factors. Few studies have concerned the influence of adaptive performance. In this article, the authors examine how adaptive performance is associated with consequences variables, organizational identification and innovation behavior.In this study, we explore the relationship between adaptive performance and organizational identification, and the relationship between adaptive performance and innovation behavior. The literature analytic method, questionnaire survey method and other research methods are used. The obtained conclusions are as follows:First, adaptive performance has the positive influence to the organizational identification, the two dimensions adaptive performance interpersonal relations and culture together with the adaptive performance in learning new skills are positively correlated with the organizational identification. Second, adaptive performance has the positive influence to the innovation behavior. the adaptive performance in coping with stress, the adaptive performance in learning new skills and the adaptive performance in creative problem solving have the remarkable positive influence to the innovation behavior. Third, growth need plays a positive regulatory role between adaptive performance and innovation behavior. Finally, there are differences in demographic variables, including gender, age, education and work experience. It shows that the adaptive performance of different sexes doesn't exist significant differences. There are significant differences in the age disparity of employees in the coping stress dimension. And there are significant differences in different educational levels and different work experience of employees in the dimension of learning new skills.