The Impact Of The Matching Of R&D Personnel Ability And Team Member Exchange On Innovation Performance

The core content in the plan of 13 th Five-Year released in 2016 is to accelerate the economic transformation from the past model depending on the demographic dividend,the resource advantage to the economic model relying on scientific and technological innovation to realize the "science and technology is the productive force".Therefore,we must improve the innovative ability of enterprises.The improvement of enterprise innovation capability is closely related to the innovation performance of enterprise R & D personnel.The innovation performance of enterprise R & D personnel can be improved,and the innovation level of enterprises can be improved.An important measure of the extent to which employees achieve innovative performance is their own capabilities.Many scholars at domestic and abroad have proved that the competence of enterprise staff and the expectation of completing their own tasks can have positive and obvious impact on the employees to achieve their own innovative goals.Recently,more and more studies show that team member exchange not only includes exchange work content,but also contain emotional aspects of communication.Both of them are able to promote employee innovation performance.That means work and emotion exchange between team members can help employees achieve better innovation performance.Based on the above analysis,this paper will prove the difference of team member exchange in different orientations can influence the innovation performance of enterprise staff at first.Secondly,this paper will study the fit between the R & D personnel competence,self-efficacy and different orientation of team member exchange on employee innovation performance.Finally,the fit of the aspects of competency,self-efficacy and exchange of different orientation team members in innovation performance is discussed.This study will use the profile deviation for empirical study,a total of 233 copies of data collected.In the end of the study,according to the conclusions of the study,we refine the countermeasures and suggestions to improve the matching degree of competence,self-efficacy and team member exchange.