A Study On The Relationship Between Organizational Support And Employee Innovation

Innovation is the power to promote states and enterprises’ development and advance. Government departments, enterprises have given high priority to innovation in our country. Supportive initiatives that facilitates employee innovation can be seen everywhere in many enterprises. But in real life, so-called initiatives cannot arouse the employees’ passion for innovation. Why don’t those employees who have ideas, intentions and abilities for innovation eventually put forwad the idea or put it into practice? How should enterprises solve the problem? This is exactly the motivation of this study.We structure research framework by setting perceived organizational support as independent variable, employees’ innovative behavior as dependent variable, feedback seeking and power distance respectively play a mediate and moderate role in the research framework. We obtain229valid questionnaires through employees in Shanghai, Jiangsu Nanjing, Zhenjiang, then we use regression analysis, as well as bootstrapping method. Finally we get conclusions as follows:the perceived organizational support positively influence two dimensions of employees’ innovative behavior, which in the name of production and execution of innovative ideas, as well as feedback seeking. Feedback seeking also influences the production and execution of innovative ideas positively. Power distance reversly moderates the relationship between perceived organizational support and employees’ innovative behavior, that is, the higer power distance is, the weaker relationship between organizational support and employees’ innovative behavior we can find. In addition, this moderation is, at the same time, mediated by feedback seeking.According to study conclusions, we put forward some management advices: improve the perceived organizational support in terms of employees’ work, benefits and values; strengthen the internal communication, build an effective feedback mechanism; change the inherent ways employees communicate with their leaders in Chinese entereprises to make occurrence of feedback seeking; develop employees’ active awareness of feedback-seeking and make them get involved into work groups; improve the organizational structure legitimately in order to weaken the negative impact caused by power distance.