The Effect Of Perceived Organizational Support On Employee Service Innovation Behavior By Taking The Psychological Capital As The Medium

This study through reviewing and summarizing the results of the predecessors,perceived organizational support,ton the basis of predecessors' research results,select psychological capital and employees' service innovation behavior as the research subject,will Guizhou province banking employees as the research object.Established by the perceived organizational support,employee service innovation behavior and psychological capital as the main body of the conceptual model,through the questionnaire survey of employees of banking industry in Guizhou,it collected the relevant data,using SPSS17.0,Lisrel8.80 and Amos17.0 for statistical analysis.From the Angle of the combination of qualitative and quantitative effects of perceived organizational support,psychological capital two dimensional effect on employees' service innovation behavior,perceived organizational support two dimensions and the relationship between the two dimensions of psychological capital,and perceived organizational support by psychological capital the mediation variables how to affect employee service innovation behavior.In the end,this article through the integrated use of the reliability test,exploratory factor analysis and confirmatory factor analysis,correlation analysis and structural equation model,the empirical analysis method,the following conclusions are drawn1.Organizational support has a significant positive impact on employee service innovation.Its interests concern dimension and value identity dimension can help inspire staff service innovation behavior,the dimension of the support cannot be directly stimulate the employee service innovation behavior,psychological capital can help inspire staff service innovation behavior.Its self-efficacy dimension and dimension of hope help motivate employee service innovation.Perceived organizational support to employees for some significant the influence of psychological capital,its work support and value identity helps to improve the staff's self-efficacy,interest concerned cannot ascend employee self-efficacy;In addition,work support helps improve employees' hopes,interests and values that fail to improve employee expectations.2.In the impact of perceived organizational support on employee service innovation behavior path,psychological capital has played a part of the role of mediation.Perceived organizational support of dimension of the support by the psychological capital of self-efficacy dimensions and hope dimension indirectly affect employee service innovation behavior,self-efficacy dimensions and hope dimension completely intermediary role;Perceived organizational support value identity dimensions both directly affect employee service innovation behavior,but also indirectly by self-efficacy dimensions of psychological capital affect employee service innovation behavior,self-efficacy dimensions partial intermediary role.3.The enterprise must timely grasp the employee perceived organizational support,provide enough support to staff,care staff benefits,enhance the value recognition,improve employee psychological capital of self-efficacy and hope.