The Impact Of Non-economic Reward On Innovative Behavior Of Employees With Different Achievement Goals

With the coming public entrepreneurship,people's innovation are booming,innovation has become an irreversible trend,many enterprises join the army and employee innovation fall over each other,as the fundamental force of enterprise production value,how to effectively motivate staff innovation has become a hot topic for many scholars to explore.Previous studies have explored the impact of organizational climate and leadership type on employee innovation behavior,rather than on the impact of economic reward on employee innovation behavior.On the basis of achievement goal theory and from employee achievement goal orientation as the starting point,this paper explores the impact of non economic reward on different achievement goal orientation employee innovation behavior.On the basis of systematically summarizing relevant literatures about non economic reward,achievement goal orientation and employee innovation behavior,this paper constructs the research model and puts forward theoretical hypothesis,using SPSS17.0 and AMOS to carry out empirical research.First of all,through the small sample test,we test the questionnaire reliability level,purification and correction of measurement items;followed by reliability analysis and validity test and questionnaire data in large sample test;thirdly,through independent sample T test and ANOVA,differences in employee innovation behavior on test of demographic variables;finally through the correlation analysis and structural equation analysis method,the path relationship between distinct variables.At last,there are 5 conclusions:(1)There are momentous differences in innovative behavior among employees of different gender,educational background,industry background and rank.There is no significant difference in innovative behavior among employees of different age groups.(2)Learning goal orientation is positively related to employee's innovative behavior,while achievement goal orientation is negatively related to employee's innovative behavior.(3)Work itself,organization and personal development was significantly related to employee innovative behavior who holds the learning goal orientation;Work itself,organization and personal development was significantly related to employee innovative behavior who holds the perfrmance goal orientation;(4)Non-economic reward in the work itself dimension,organizational characteristics dimension and personal development dimension positive learning goal oriented employee innovation behavior;relationship between the dimension of the work environment and the learning goal oriented employee innovation behavior of non economic compensation is not significant.(5)Non-economic reward in the work itself dimension,organization dimension and personal development dimensions of positive innovation behavior performance goal orientation of employees;the dimension of the work environment and performance target of non economic compensation in standard relationship oriented employee innovation behavior is not significant.For the above study,there gonna be these following suggestions: strengthening the management attention management of non economic reward,incentive means diversification of enterprise personnel;subing category to focus on the management and motivation of employees to get the maximization of enterprise incentive income;paying attention to different qualities of staff,especially the staff with learning goal orientation,do not give up the innovative behavior of the staff with performance goal orientation.