The Influence Of Conflict Management Style On Employee's Innovation Performance Based The Mediating Effect Of Organizational Identification And Moderating Effect Of Power Distance

In the background of new economy normality in China,various contradiction rises,reform enters deep water area,the best way to solve all problems is innovation.19th CPC National Congress proposes that our country should speed up the construction of an innovative country,include:aim at frontiers of science and teechnology in the world,strengthen basic research,achievea major break through of the prospective basic research and leading original achievements.In the 21st century,food,water and land is not most important resources,but the talented person is,especially the innovative talents,innovative talents is the key to the development of society.In China,in the situation of economy booms and enters new normality,we should put more importance on cultivating innovative talents.In foreign countries,the United States Marine commander has said,"Qian Xuesen is equal to the army of the two divisions ".Thus,the importance of talent is also approved abroad.Nowadays,many countries in the world face the fierce competition for innovative talents,innovative talents are precious wealth regardless of wartime and peacetime.If an enterprise wants to remain invincible in the fierce competition,it must promote innovation energetically,improve the innovation performance fundamentally.But conflict happens often in the enterprise,if conflict happens,how to deal with it also includes the generation of innovation performance.If conflict handled well,it can promote the generation of employees' innovation performance;if conflict mishandled,it can hinder the generation of employees' innovation performance.The study is aimed at exploring the relationship of conflict management style and employee' innovation performance,and it introduces the mediating effect of organizational identification and the moderating effect of power distance.First of all,according to the scale of independent variable,mediation variable,moderation variable and dependent variable to design this paper's questionnaire;secondly,by issue a questionnaire to 13 enterprises in the Hefei Economic and Technological Development Zone to collect original survey data;finally,make an analysis of reliability,validity and correlation of conflict management styles,organizational identification,power distance and employee' innovation performance,make an regression analysis of them.Through above research,we can summarize the following conclusion:1.Cooperative conflict management styles can influence employee' innovation performance positively;competitive conflict management styles can influence employee' innovation performance negatively.2.Organizational identification plays a partial mediation role on the influence of cooperative conflict management styles to employee' innovation performance;organizational identification plays a partial mediation role on the influence of competitive conflict management styles to employee' innovation performance.3.Power distance plays a inverse mediating role on the influence of cooperative conflict management styles to employee' innovation performance;power distance don't play a mediating role on the influence of competitive conflict management styles to employee' innovation performance.The main contents of this paper are divided into six chapters:The first chapter is the introduction.This paper mainly analyzes the purpose and value of the research,research methods and research's innovation of this paper.The second chapter is literature review.It mainly arranges and summarizes the concept and the influence factors of conflict management styles,organizational identification,power distance and employee' innovation performance.The third chapter is theoretical basis and research hypothesis.On the basis of the domestic and foreign research results of the relationship of conflict management styles,organizational identification,power distance and employee ' innovation performance,put forward multiple hypothesis,construct theoretical model of variables.The fourth chapter is research design.It refers to the mature scale at home and abroad and combined with China's situation to design questionnaire,then make a questionnaire investigation,analyze the distribution and characteristics of research data,finally make an analysis of reliability,validity of conflict management styles,organizational identification,power distance and employee' innovation performance.The fifth chapter is the empirical analysis.Verifis the main effect of conflict management styles to employee' innovation performance.Then,verifies the mediation role of organizational identification and the mediating role of power distance.The sixth chapter is the research conclusion.Put forward some effective suggestions according to the final research conclusion,at the same time also will point out the deficiency of this paper and the prospect for further research.