The Impact Of Goal Orientation On Employee Innovation Behavior

Under the background of new normal economy marked by change quickly, structural optimization, power conversion, innovation has become the most important engine to drive the development of enterprises. The only path to success for enterprises is to make constant innovation and keep the ability. More and more companies committed to improving the capability of creativity. The innovation of the companies could be realized when each employee in the companies dedicates to the innovation. The innovative behavior of employees is greatly influenced even oriented by their own goals. Variety of self-object to some extent results in difference in the innovative behavior. Also, in this process, the interaction between the employers and their subordinates to some extent influences employee’s behavior. Therefore, this study investigates the effect of goal-orientation on employee’s innovative behavior and the moderating effect of supervisor-subordinate relationship.With the employees of 27 enterprises in Nanjing, Suzhou and Wuxi of Jiangsu Province as the research objects, this study collects data by using the methods of interview, questionnaire survey; this study uses SPSS 16.0 statistical methods to carry on factor analysis, correlation analysis and hierarchical regression analysis, exploring the effect of independent variable(goal-orientation) on dependent variables(employee’s innovative behavior) and putting supervisor-subordinate relationship as a moderator. This study mainly discusses the relationship among goal-orientation, supervisor-subordinate relationship and employee’s innovative behavior. Through the empirical analysis, this study arrives at these conclusions: Learning goal-orientation has a positive effect on employee’s innovative behavior and its dimensions. Performance goal-orientation has a positive effect on employee’s innovative behavior and its dimensions. Supervisor-subordinate relationship moderates the relationship between performance goal-orientation and employee’s innovative behavior and its dimensions. Individual characteristics have different influence on the behaviors of employee’s innovation. According to the findings, we propose the following management proposals:First, hire and train employees to achieve learning goal orientation; Second, help employees recognize performance goal-orientation reasonably; Third, develop a sense of ownership and learning awareness; Fourth, motivate employees dare to explore, proactively; Fifth, encourage employees to self-evaluate and self-recognize; Sixth, establish a good supervisor-subordinate relationship and communication channels; Seventh, create a relaxed, supportive, safety atmosphere to innovate.