The Study OF The Relationship Between Organizational Commitment,Knowledge Sharing And Individual Innovation Behavior

21st century is a competitive era, each enterprises are trying to improve their competitiveness, in order to get a place in the fierce competition. Innovation as the soul of an enterprise development, is the foundation of enterprise competitiveness, especially in the current culture of science and technology progress, the world development under the background of economic globalization and integration, every business in a rapidly changing market economy. First of all, the current consumer demand presents the characteristics of the diversification and differentiation, the enterprise only innovation and advancing with The Times, improve the external environment changes, the sensitivity of the to win in competition:Second, in today’s knowledge play an important role in market economy, rapid renewal of knowledge learning ability put forward higher requirements for the enterprise, the enterprise must take the corresponding measures to promote the enterprise internal knowledge sharing, in order to improve the enterprise internal knowledge reserves; Third, the importance of knowledge determines the importance of the carrier of knowledge talent, how to maximize the mining enterprise staffs work enthusiasm and creativity, is the focus of today’s enterprise management.Employee’s individual innovation behavior is the foundation of organization innovation, frontline employees as the most grass-roots enterprise employees, its innovation behavior is often ignored. Based on the point of enterprise resource view, the staff is the most important resource of enterprise, Nonaka has pointed out, inventing new knowledge is not just a R&D department or marketing or strategic planning study of a special activity, it exists in the enterprise of each person’s behavior. If the organization out of individual contributions to the organization innovation is impossible. In addition, given the most enterprises have developed to the direction of flat organization structure, make every member of the organization to participate in the organization in the form of interdependence of innovation activities, therefore, this increases the importance of employees at each level innovation. So, the creation of an organization level also will be very dependent on the following senior management staffs attitude, they deeply in the specific technology, product or marketing, etc in the daily details, more familiar with enterprise’s actual operation, so they can reality operation made a significant contribution for the enterprise, subject to dig their innovative potential.Based on a line of employees as the research object, this paper discusses the frontline employees’ organizational commitment, knowledge sharing and individual innovation behavior mechanism, the research content of this article is divided into three parts. Most of the first mainly introduces the research background and significance, research methods and variables related to the basic theory, on the basis of the formed in this paper, the research route and train of thought. The second most is through empirical research and analysis to investigate the factors affecting the individual innovation behavior of employees, the specific steps are as follows: through organizational commitment, knowledge sharing and individual innovation behavior, summarized the related theory and the relationship between literature, building the frontline employees’ organizational commitment, knowledge sharing and the relationship between the individual innovation behavior model and put forward relevant research hypothesis; Using statistical analysis tools such as SPSS20.0analyze questionnaire data obtained, and organizational commitment, knowledge sharing and individual innovation behavior and influence degree, the relationship between real influence factors to determine the individual innovative behavior. Third part, summarizes the research conclusion of this paper, and based on this, advances the Suggestions for the improvement of individual innovation behavior employees, has been clear about the future research direction. In this paper, the research conclusion is as follows:First, the different employee attributes only part dimensions on the study of the variable exists significant difference:gender, age, education level and served time in organizational commitment, knowledge sharing and individual innovative behavior all dimensions are there was no significant difference; Employees of different marital status continued commitment of organizational commitment have a significant impact, married employees than unmarried employees showed stronger continued commitment.Second, organizational commitment dimensions of emotional commitment to a positive impact on knowledge sharing, and continuous commitment and normative commitment had no significant influence on knowledge sharing; A lot of virtues, emotional commitment and normative commitment positive effect on individual innovation behavior, and continued commitment to the influence of individual innovation behavior was not significant; Two dimensions of knowledge sharing in knowledge contribution and knowledge collection have positive effect on individual innovation behavior.Third, the organizational commitment is by strengthening the knowledge sharing behavior of employees, to improve the staffs individual innovation behavior, namely knowledge sharing between organizational commitment and individual innovation behavior plays an intermediary role.