An Empirical Research Of The Relationship Between Perceived Organizational Support And Employee Innovative Behavior

In the modern society, with the far-reaching development of the techniques, innovation has become the lifeline of the whole country and the whole nation. It is quite obvious for the modern corporate to realize the importance of innovation which has turned into the vital factor of the business success. Innovation is to pratice.The employees, especially the first-line Employees, are closer to the daily manufacture and management practices. There will be no doubt that the cultivation of employees'innovative consciousness will directly improve the production technology or processes and enhance the organizational performance. However, the employees'innovative behavior is independent and spontaneous which is beyond the control of the organization. In this occasion, how to inspire the employees' innovative consciousness and innovative behavior has become the focus of this research. We reviewed the relevant literatures and proposed the hypotheses, referring to the maturity scale from the domestic and international, and design questionnaire according to the purpose of the study. Studying the collected data with analysis of variance, correlation and regression to obtain the following conclusions:1,In China, Perceived Organizational Support consists of three dimensions, namely, the dimension of work support, value identity and well-being concerns; Supervisor Trust consists of three dimensions, namely, capability-based trust,moral-based trust and guanxi-based trust. Organizational Trust consists of only one dimension;2,Perceived Organizational Support positively influences Employees'Innovation Behavior.Especially,the work support and well-being concerns dimension.3,Organizational Trust mediated the relationship between Perceived Organizational Support and Employees'Innovation Behavior.Especially,the work support and well-being concerns dimension.4,Supervisor Trust plays as a moderator in the relationship between Perceived Organizational Support and Employees'Innovation Behavior. Specifically, Supervisor Trust plays as a moderator in the relationship between well-being concerns and Employees' Innovation Behavior. Moral-based trust and guanxi-based trust plays as a moderator in the relationship between value identity and Employees'Innovation Behavior.