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Research On The Influence Of Employee's Psychological Ownership On Employee Innovation Behavior

Posted on:2018-01-20Degree:MasterType:Thesis
Country:ChinaCandidate:B Z QuFull Text:PDF
GTID:2359330515476587Subject:Technical Economics and Management
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In recent years,innovation has become the focus of enterprises,which is the key factor to obtain a dominant position in competitive environment.China has just meet a new era of "public entrepreneurship and innovation".Enterprises must have insurmountable advantages and keep the importance of innovation to stand out in all the enterprises.As the executor of the enterprise,employees are the foundation of enterprise development.And employee innovation behavior affects the entire enterprise's innovation performance.For enterprises,the innovation research on organization and team level has been increasingly perfect,and the research on individual innovation behavior has been paid more and more attention.Psychological ownership is a kind of psychological state,representing the individual feeling that they own the goal of the enterprise.Although it has been proved that psychological ownership can affect the behavior of employees,psychological ownership mostly concentrates on silence behavior and organizational citizenship behavior and ignores employee innovation behavior.This article explores the mechanism of promotion-focused psychological and prevention-focused psychological ownership on employee innovation behavior from both positive and negative perspective.Perceived organizational support is an organizational context factor that can predict the employee's positive return behavior(employee innovation behavior).Therefore,perceived organizational support may be adjustment variable of the relationship between psychological ownership and employee innovative behavior.In addition,the cultural differences between China and the West lead to special mechanism of employee innovation behavior in Chinese context."Tradition" is a substitute for Chinese traditional culture and plays a role in change of the relationship between psychological ownership and employee innovation behavior.In this paper,we introduce tradition and perceived organizational support as the adjustment variable,and discuss the role of two adjustment variables in the influence of psychological ownership on employee innovation behavior.Based on the social exchange theory,adjustment focusing theory and social cognitive theory,the paper systematically combs the related research on psychological ownership,perceived organizational support,tradition and employee innovation behavior.On the basis of the relationship between the variables,the paper forms the conceptual model and propose research hypothesis.At last,the paper tests researchhypothesis research hypothesis by using questionnaire survey.The following conclusions are drawn:1,Promotion-Focused psychological ownership is positively related to employee innovation behavior.2,Prevention-Focused psychological ownership is negatively related to employee innovation behavior.3,Perceived organizational support adjust the relationship between promotion-focused psychological ownership and employee innovation behavior positively.4,Perceived organizational support adjust the relationship between prevention-focused psychological ownership and employee innovation behavior negatively.5,tradition adjust promotion-focused psychological ownership and employee innovation behavior negatively.6,tradition can not adjust the relationship between prevention-focused psychological ownership and employee innovation behavior.Secondly,this study makes a detailed analysis of the above six conclusions and elaborates the conclusions of this study for the managers of the revelation.Finally,the limitations of this study are analyzed,and the future research direction is put forward.
Keywords/Search Tags:Promotion-Focused Psychological Ownership, Prevention-Focused Psychological Ownership, Perceived Organizational Support, Tradition, Employee Innovation Behavior
PDF Full Text Request
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