The Study Of Relationships Between High-tech Knowledge Employees’ Psychological Capital And Innovative Behavior

The capability of independent innovation is the key for enterprises to gain competitive advantage in dynamic market environment, and individual innovative behavior of employee is the major driving force of innovation level, "How to better drive innovation behavior of employees" has become an important topic of modern human resource management practitioners and researchers. Although some researchers have found important relationships between psychological capital and innovative behavior, there are few people conduct comprehensive analysis and empirical tests for how psychological capital affect innovative behavior. This study starts from the relationship between psychological capital and individual knowledge workers’ innovative behavior, introduces a new concept of outcome expectation, builds and tests the mechanism model of "psychological capital→outcome expectation →employee innovative behavior ".After the questionnaire by 699 employees and related empirical analysis, this study finds the following conclusions:(1) psychological capital has a significant positive impact on the generation and execution of innovative behavior, contextual and innovative psychological capital have significant positive impacts on employee innovative behavior, although task and learning psychological capital have significant positive relationships with innovative behavior, the influence isn’t significant;(2) psychological capital has a significant positive effect on outcome expectation, and the significant predicts of positive performance and image gain outcome expectation are positive, but for image risk is negative;(3) outcome expectation has a significant positive effect on innovative behavior, the significant predict of performance expectation is positive while image risk expectation is negative, though image gain expectation has significant positive correlation with employee innovative behavior, the effect isn’t significant;(4) as a mediating variable, outcome expectation played a partial mediating role between psychological capital and employee innovative behavior.Finally, based on the above conclusions,this study proposed management implications from three aspects,they are employee selection and job design, corporate culture and innovative atmosphere, and innovative evaluation and innovation incentives.