Employee Discretion?Compensation Fairness And Individual Innovative Behavior

In, modern enterprises, the status of employee has changed greatly. They are no longer content with implementation blindly, but appeal to more discretion urgently, and desire for more freedom of action space and independent decision-making. On the other hand, facing with increasingly complex and uncertain competitive environment, constantly encouraging employee to take innovative activities has become the foundation of enterprise foothold. Innovation is employee's discretionary rextra-role behavior, and it is equires a loose and flexible organizational environment in which employee can try and exert freely according to their own wishes. Therefore, the freedom of action and discretion of decision-making are essential precondition of employee innovative behavior, and which, is also consistent with their demand for discretion. Therefore, this study explores the influence mechanism of employee discretion on individual innovative behavior, and intends, to introduce the "compensation fairness" as mediating variable.On the basis of the existing literature, this research developed and improved employee discretion scale, and collected a total of 654 employees valid data from 213 enterprises through performing a questionnaire survey, after that, then carried out variance analysis, multiple regression analysis, and structural equation model to explore the relationship between employee discretion, compensation fairness and individual innovative behavior by the use of SPSS23.0 and AMOS17.0. The results show that: (1) employee discretion is a multi-dimensional concept of perception, which bears the dynamic and comprehensive characteristic, and includes at least five dimensions: job discretion, skill discretion, strategy discretion, human resource discretion and information discretion; (2) employee discretion has a significantly positive role in promoting individual innovative behavior; (3) employee discretion can improve employee compensation fairness, especially improve procedural fairness notably; (4) compensation fairness is significantly positive related to individual innovative behavior, in which, the effect of procedural fairness is stronger; (5) compensation fairness plays a mediating role between employees discretion and individual innovation behavior, and among them, the mediating effect of procedural fairness is stronger and much more significant.This research introduces "compensation fairness" in the "black box" of employee discretion to individual innovative behavior, and approves that employee discretion influnces individual innovative behavior through compensation fairness which plays mediating role. This conclusion provides an unique perspective, and lets us understand the influence mechanism of employee discretion on individual innovative behavior from the angle of fairness. Thus making a contribution to the existing theoretical research, and it also has some inspirations for the management practice: the organization should allocate the system of employee discretion and pay attention to improve the sense of compensation fairness, especially procedural fairness, and further promote individual innovative behavior.