A Study On The Impact Of Perceived Organizational Support On Employee Innovative Behavior

Along with the rapidly development of science and technology, the increasingly changing external environment, continuous changing and innovation have become the direct source of enhancing enterprise competence. Organizational innovation is mainly based on employee innovative behavior, and will eventually be implemented in each employee's actions, employee innovation behavior generated or not has the direct bearing on the whole company's innovation performance. Therefore, how to inspire the employees' enthusiasm for innovative and innovative behavior has become the key fundamental point of organizational innovation.Many scholars revealed the influences of support factors in the organizational environment factors on employee innovative behavior. The existing literatures show that, leadership support and coworker support can enhance employee innovative behavior. Based on the theory of "social exchange theory", this study takes perceived organizational support as the independent variable, which is under the background of Chinese culture and has three dimensions, and employee innovative behavior as the dependent variable, and from the perspective of organizational behavior and psychology, the study refines psychological empowerment as the mediator to structure research framework. Using the method of empirical study, we explore the infuence mechanism of perceived organizational support on employee innovative behavior.The investigation objects of the study are mainly the employees in Jiangsu Province, Hubei Province. We obtain 304 valid questionnaires. The collected data is analyzed by the tools SPSS21.0 and AMOS21.0 with reliability analysis, validity analysis, correlation analysis and regression analysis to verify the research hypothesis. The empirical results show that: perceived organizational support have a significantly positive impact on the employee innovation behavior, the higher work-support and interest-concern, the more innovation behavior;The various dimensions of perceived organizational support have a significantly positive impact on psychological empowerment;The various dimensions of psychological empowerment have a significantly positive impact on the employee innovation behavior; Psychological empowerment is the mediating variable of perceived organizational support and employee innovation behavior.Based on the above theory and empirical research conclusions, we put forward some suggestions for enterprise development and innovation management practices. Firstly, enterprise should pay attention to the needs of employees, and support their work. For example, the enterprise should provide personalized promotion channel according to employee performance and focus on the future develpoment of empolyees; enterprise can provide employees a relatively comfortable and freedom working space; enterprise can increase investment in innovation and provide the necessary technical and financia. Secondly, the enterprise should protect the vital interests of empolyees, and concerned about family living conditions, through drawing up a reasonable remuneration system and improving welfare policy. Finally, the enterprise should strengthen humanization management, emphasis on people-oriented, create a good authorization atmosphere and pay attention to the psychological feelings. In addition, enterprise should actively create innovative corporate culture and develop innovative education, through offering training courses and establishing innovation evaluation system, so as to promote the employee innovative awareness and potential.