Emotional Intelligence Research Influence On Employee Innovative Behavior

With the rapid change today, organizations have more and more challenges from the environment and competitors. They must be creative to provide more new products, new services to cope with more and more brutal business competition, changes in order to guide the change and not be overwhelmed. Organizational innovation capability is maintained in this environment the key to sustainable competitive advantage capabilities. Scholars widely considered to enhance organizational effectiveness and innovation organizations which is vital to long-term development. All innovative ideas as well as those based on the development, implementation, correction and creative individuals, it can be said that innovation is the higher level of personal foundation and bedrock of innovation.The main purpose of this study is to explore the factors that affect individual innovative behavior. According to social cognitive theory perspective, individual behavior is the product of the interaction between the individual and the environment. Emotional intelligence as a social capacity, has been shown to be able to predict individual success, but also an important factor to improve organizational performance. In addition, any individual activity in a certain organizational generation and implementation. Therefore, we selected organizational climate for innovation as environmental factors, Examine the role of emotional intelligence, organizational climate for innovation, employee innovation behavior of the three mechanisms.In this study,"Emotional Intelligence Scale,""innovative behavior scale" and "organizational innovation climate scale" as a research tool to investigate the Xi’an High-tech enterprises and service industries (restaurants)246employees. Through statistical analysis, the specific findings are as follows:First, empirical research first examined the emotional intelligence, employee innovation behavior, organizational climate for innovation of the three variables of validity and reliability.Second, the use of regression analysis methods examined emotional intelligence on the direct impact of individual innovative behavior. The results show that:emotional intelligence (emotional use and emotional control dimension) showed a significant positive impact on employee innovation behavior(generation and implementation dimensions). Organizational climate for innovation showed a significant positive impact on employee innovation behavior (generation and implementation dimensions). Emotional intelligence (the emotional use and emotional control dimensions) have a significant positive impact on organizational climate for innovation.Third, Stepwise regression method to test the intermediary role of the organizational climate for innovation. The results showed that:organizational climate for innovation have significant predictive power on emotional intelligence (emotional control and emotional dimensions) and innovative behavior (generation and implementation). The organizational climate for innovation played the part of the intermediary role, when emotional control and emotional use have a significant positive impact on employee innovation behavior generation. The organizational climate for innovation played the fully intermediary role, when emotional control and emotional use have a significant positive impact on employee innovation behavior implementation.Fourth, seniority is also significantly associated with employee innovation behavior. The staff worked4-7years was significantly higher than the staff of1-3years in employees innovative behavior.