Research On The Relationship Between Knowledge Employee's Occupational Well-being And Innovation Performance

In the era of knowledge economy,the development of innovation has caught the political,academic and industrial circles' widely attention,knowledge employee is the main power of enterprise innovate.Therefore,how to use human resources measures to improve innovation performance of knowledge employer is a core question of company's human resources management.At all times and in all countries,we have never stopped our study in the field of We 11-being.It was Warr(1979)who,for the first time,developed Well-being scale that is suitable to measure the performance of the employee in the field of Work.H orn(1999)on the basis of Warr's research,also developed a occupational well-being scale based in Chinese cultural environment,the Chinese scholars also redesign the Well-being scale upon Horn(1999)'s work.According to present status of the knowledge based employee in China,this research have made some modification on so me of the mature Well-being scale.Based on the above considerations and reference research,this study views knowledge employee as the research object,research the relationship between occupational well-being and innovation performance.Also,this study took job involvement as an inter-mediator variable to study the inner mechanism of occupational well-being and innovation performance.This is conducive to deepening the relationship between occupational well-being and innovation performance,it has important strategic significance to maintain enterprises' sustainable development.This study use software SPSS20.0 for data analysis.The conclusions as follows:1.Through the analysis of variance,in the background of Chinese cultural environment,demographic variables such as working life and levels of their positions exist certain degree of difference on occupational well-being,innovation performance and job involvement.Also,the nature of enterprise which these knowledge employees work at only exist certain degree of difference on innovation performance.However,the demographic variables such as gender,age,education degree and their profession have no significant different on occupational well-being,innovation performance and job involvement.2.By correlation analysis,the results demonstrated that occupational well-being and its dimensions were positively related to innovation performance.The results of regression analysis showed that occupational well-being is a definitely positive dedicator of innovation performance.occupational well-being is constituted of three dimensions which are emotional,motivation and sociality,'emotional' has a positive impact on innovation performance,but 'motivation' and 'sociality' have no effect.3.The results of correlation analysis showed that occupational well-being,job involvement and innovation performance were positively related each other.Then use job involvement as a intermediate variable,through hierarchical regression analysis,found that knowledge employees' job involvement has partial mediating effect between occupational well-being and innovation performance.Finally,it summarizes the conclusions of this study,and makes recommendations for management of knowledge employees in the aspect of recruitment and social activities.Also this paper has many limitations and future research can do other things to consummate it.