The Empirical Research Of The Relationship Between Supportive Human Resource Practices And Employee’s Innovation Behavior

Employee’s innovation is the foundation and source of organizational innovation, that is conducive to enhance enterprises competitiveness in response to the external competition pressure and flattening requirement of internal structure. This paper builds a mediating model to examine the mediating effects of knowledge sharing between supportive human resource practices and employee’s innovation behavior based on the theory of planned behavior, social exchange theory and social network theory. This paper illustrates how the different dimensions of supportive human resource practices affect employee’s innovation behavior through multiple regression model and other statistically tests with the data from 257 employees. The variable of supportive human resource practices are divided with fairness of rewards, participating in decision making and growth opportunities. The variable of knowledge sharing is divided with the quality, collaboration and action of knowledge sharing. The variable of employee’s innovation behavior is divided as a single dimension.The results show that fairness of rewards, participating in decision making, and growth opportunities in the supportive human resource practices variable have significant positive impacts on the employee’s innovation behavior. Fairness of rewards, participating in decision making and growth opportunities have significant positive impacts on the quality, collaboration and action of knowledge sharing. Quality, collaboration and action in the knowledge sharing variable have significant positive impacts on the employee’s innovation behavior. Knowledge sharing has significant mediating effects. It demonstrates that quality, collaboration and action of knowledge sharing are played as part mediate variables in the relationship between participating in decision making practice and employee’s innovation behavior. Quality of knowledge sharing is played as part mediate variable; Collaboration and action of knowledge sharing are played as full mediate variables in the relationship between growth opportunities practice and employee’s innovation behavior. Collaboration of knowledge sharing is played as full mediate variable; Action of knowledge sharing is played as part mediate variable; Quality of knowledge sharing hasn’t significant mediating effect in the relationship between fairness of rewards practice and employee’s innovation behavior. Therefore, organization can promote employee’s innovation behavior through enforcing its supportive human resource practices as well as enhancing knowledge sharing.