Knowledge Staff Innovation Behavior Influence Factor Of Multi-channel Model

The innovation behavior of status means that the status generate new idea, try to strive for resources to make it into practice and popularize it, including the generation and implement of the new idea. Knowledge workers are who know signs and conceptions, using knowledge and information to product and innovate to make direct and indirect contributions to the company. They are the central strengths of the company. Therefore, it is of great importance to enhance the innovation behavior of them.In this research, the organizational atmosphere scale, the innovation behavior scale were modified, the cognitive load scale was made by the methods of literature review, interview, expert evaluation and questionnaire. In order to explore the effective mechanism of organizational atmosphere, cognitive load, personality characteristics, self-efficacy, motivation, satisfaction to the innovation behavior of knowledge workers,254development workers from some research institute in Wuhan were selected to fill the questionnaires. And the data was analyzed by means of exploratory factor analysis, confirmatory factor analysis, correlation analysis, variance analysis and regression analysis in spss16.0and AMOS6.0. Conclusions were as follows:(1)The reliability and validity of the organizational atmosphere scale, the innovation behavior scale and the Cognitive Load scale were well;(2)The innovation behavior level of knowledge workers was higher than the average, and had significant differences among different work ages, showing that workers who have worked two to five years have the highest innovation behavior level, who have worked five years longer followed, who worked less than two years were the lowest. There were not significant differences among other domestic variables;(3)A11kinds of organizational atmosphere, self-efficacy, motivation, satisfaction not only corrected positively with the innovation behavior of knowledge workers, but could predict it significantly, among all the organizational atmosphere, the innovative and supportive atmosphere’prediction valid was the largest;(4)There was no moderated effect of cognitive load between organizational atmosphere and innovation behavior. The relationship of cognitive load and innovation behavior presents as "higher in the middle, lower at both ends". The medium level of cognitive load benefits the innovation behavior most; personality characteristics could moderate the relationship between organizational atmosphere and innovation behavior. High personality characteristics could actually release the negative effect of knowledge workers who were in a bad atmosphere to their innovation behavior. But the effect decreased as the characteristics enhanced.(5)The effect paths of organizational atmosphere to innovation behavior were complex:it can not only affect the innovation behavior directly, but also have indirect effect to it through self-efficacy and motivation;(6)The effective mechanism of organizational atmosphere, self-efficacy, motivation and personality characteristics to innovation behavior of knowledge workers was complex. The organizational atmosphere could not only affect the innovation behavior directly, but also have indirect effect to it through self-efficacy and motivation, and the indirect effect was moderated by personality characters. Moreover, the moderator effect differs as the level of personality characteristics changes, the higher the level was, the weaker the effect was.