Discussion Of The Internal Incentive How To Impact The Innovation Behavior

In the process of transformation of planned economy to market economy, andunder the big impact of the economic globalization, Possessing a capacity forindependent innovation is the only way for China enterprise in the fierce competitionenvironment. To enhance the capacity of independent innovation, the key is talent,and innovation ability of the competition is the talent competition. Enterprise is acollection of people, people is the main part in each management stage, only to boostinnovation of people, make the people transform to the talent, enterprises willcontinue to innovation forever. To enhance the innovation capability andcompetitiveness of talents, it is importance to make human resources managementbetter, and this all is motivation and catalyst for innovation. Among the humanresources management, motivation is considered to be "the greatest managementprinciple", a set of scientific and effective motivation system will be able to absorband retain talent, so that remain a highly efficient working status, provide continuousinnovation for the enterprise. incentive is divided into external and internal incentive,although the external incentive to motivate people in a certain level of power, but thematerial cost is much less than the internal incentive and the results is effective.However internal incentive will not increase the material cost in the perspective of themanagement by man and rule, and according to individual different characteristicsand needs, start from a person’s spiritual level,such as work motivation, objectives etc,and stimulating the potential of people,it will be easier to enhance people’s ability toinnovate. With the internationalization of Chinese enterprises, external incentivecannot satisfy the needs of enterprise, internal incentive is the real talent innovation "Sword Sabre ". Therefore, to research internal incentive how to impact the innovationbehavior and influence process, is very important academic and practica topic.The paper study and compare systematically the elements of internal incentive aswell as the elements of innovative behavior, and find that the four elements ofinternal incentive are consistent with the elements of innovative behavior. Accordingto empirical test,the author get conclusions: firstly, according to research of theliterature review, the author support that there is some shortage of research whichstudy internal incentive impacting innovative behavior in China educationalcircles,and the empirical test about internal incentive impacting innovative behaviormore few. Secondly, there is direct proportion between internal incentive and internal incentive in practical terms, job autonomy is more higher,the support of leader ismore bigger,and the work atmosphere is more better,the promotion of possibility ismore larger, and more and more innovative behavior is coming. Thirdly, aftercomparing the characteristic variable of demographic, whether variance analysis ofthe four elements of internal incentive or innovative behavior directly, the years ofworking impact innovative behavior more obvious and widely. However, researchingthe gender and income could tell us that the difference of gender and incomeimpacting innovative behavior is small.