The Research On Relationships Among Psychological Capital, Knowledge Sharing And Employee’s Innovation Behavior

In the era of knowledge economy, intangible resource and competitiveness is essential to enterprise in a dynamic environment. Innovation is regarded as the key factors to the success of the organization and to maintain a competitive advantage. Innovation of organization can quickly adapt to the changing and uncertain environments and technologies, so as to survive and develop. Organizational innovation is from employees, therefore, researching employee’s innovative behavior become increasingly important. Previous studies are more inclined to organizational, and little research is inclined to the effect of internal factors. Jianmin Sun pointed out that as a kind of positive psychological state, psychological capital can be developed and measured. It effects on individual’s positive behavior and attitude. Therefore, from the view of positive psychological state, the paper studies the relationship between psychological capital and employee’s innovative behavior. While knowledge is regarded as the most important competitive advantage, so the concept of knowledge sharing is introduced, and the relationship between psychological capital, knowledge sharing and employee’s innovative behavior is studied, in order to provide the new ideas for stimulating employee’s innovative behavior effectively.Through literature review about the related theory, the paper is based on the enterprise employees and establishes the research model, research hypothesis. Based on the maturity scale, like Luthans(2007) developed PCQ-24 psychological capital scale, Van den Hooff &De Ridder(2004) developed knowledge sharing scale and Scott &Bruce(1994) developed employee’s innovative behavior scale, the paper design the questionnaire on the relationship between psychological capital, knowledge sharing and employee’s innovative behavior according to the actual need. Using SPSS17.0 statistical software, the paper tests research hypothesis according to descriptive statistical analysis, reliability and validity test, correlation analysis, regression analysis and mediating effect.The results of the study show that(1)psychological capital and its dimensions(self-efficacy, hope, optimism and resilience) has significant and positive effect on employee’s innovative behavior.(2)Psychological capital and it’s three dimensions(self-efficacy, tenacity and optimism) has significant and positive effect on knowledge sharing and hope has no significant effect on knowledge sharing.(3)Knowledge contribution dimension of knowledge sharing and knowledge sharing has significant and positive effect on employee’s innovative behavior, and knowledge absorption has no significant impact on employee’s innovative behavior.(4)Knowledge sharing has a mediating effect on the relationship between the psychological capital and employee’s innovative behavior. Based on the above conclusions, the paper provides a reference in order to stimulate employee’s innovative behavior from the view of recruitment, developing the level of psychological capital and creating a positive knowledge sharing environment.