Research On The Influence Of Job Well-being And Perceived Insider Status On Employee Innovative Behavior

Since 2015,“Encourage people to start their own businesses and to make innovations” was written by Premier Li Keqiang as a government work report,and innovation and entrepreneurship have become hot topics for discussion.“Innovation”is a kind of dynamic capability and competitive advantage of an enterprise and helps the sustainable development of the enterprise(Wu Hang,2013).Employees are the most basic and most potential resources for an enterprise.The display of their innovative behaviors can,to a certain extent,represent the innovation capabilities of enterprises and effectively enhance their innovation performance(Li Jiabin,Yang Shuqin,2017).Therefore,the academic community constantly explores why employees are willing to innovate in their work.Some scholars believe that the internal motivation of the individual is the root cause of its innovative behavior(Zhang Ye,2017).Whether it feels happy at work may be the driving force(Wang Yibao,Xu Ting,2011;Wang Xiaoli,2015).The issue of job well-being of employees has always been a focus and hotspot in the field of organizational behavior and management.Although the number of empirical studies on job well-being has decreased in recent years,the issue of employee job well-being has is still the focus of social reality and concern.In theory,job well-being is an important influencing factor of employee innovative behavior.Research on the mechanism of job well-being and innovative behavior is too numerous to enumerate,but unfortunately,few studies have used job well-being as an antecedent variable of employee innovation and focused on the mechanism between the two.Existing research focuses more on external factors that influence employee innovative behavior(Feng Cailing,2017;Deng Chuanjun et al.,2017)or if they can innovate innovation,while ignoring the internal drive of employees to create innovative behavior: think or not.There are only a few scholars discussing the path of influencing their innovative behavior through the intrinsicperception of the individual.In addition,in the context of China,influenced by the influence of Chinese traditional culture,the concept and cultural value orientation of people inside and outside the circle have a profound influence on each country.Therefore,after combing the relevant literature of the predecessors,this article is intended to be internal.The perspective of perceived insider status explores the relationship between job well-being and employee innovative behaviors,and on this basis explores the moderating role of collectivist tendencies.This paper collects data in the form of self-assessment questionnaires.In order to ensure the reliability and validity of the scale and the quality of collected data,the pre-survey is completed before the formal investigation.SPSS20.0 and AMOS17.0software were used for data analysis.The theoretical model and assumptions were tested by the data obtained from the processing.The following conclusions were obtained:(1)Job well-being and the perceived insider status both all have a significant positive effect on employees' innovative behaviors,which can promote employees to generate more innovative behaviors,and the active role of perceived insider status among them is stronger;(2)Perceived insider status plays a part in mediating the relationship between job well-being and employee innovative behavior.Specifically,job well-being promotes the formation of a person's identity within the organization.This recognition increases the emotional connection and sense of belonging between the employee and the organization.More in-depth emotional connections then promote innovations made by the employees;(3)Collectivism plays a moderate role in the relationship between job well-being,perceived insider status and employee innovative behavior.Specifically,collectivism tends to positively regulate between job well-being and employee innovative behavior as well as perceived insider status and employee innovative behavior,and plays a negative regulatory role in job well-being and perceived insider status.The theoretical contribution of this study has the following three points:(1)Analyze the role of job well-being on employees' innovative behavior,and identify the mediating role of perceived insider status;(2)Exploring the mediate factors of the impact of job well-being on employees' innovative behaviors,and identifying the moderate role of collectivism tendencies in job well-being,perceived insider status and innovative behavior;(3)Integrate the existing research framework on job well-being and innovativebehavior,making the network nodes of the relationship between variables expand outwards,and the entire research will tend to be systematic and perfect,enriching the existing research content.The management implications of this study are:(1)In order for employees to generate more innovative behaviors,managers should enhance employees' sense of job well-being and insider identity,and the positive impact of perceived insider status on innovation behaviors is stronger than that of job well-being.It conveys a message to managers should improve employees' perceptions of insiders is better than promote employees' sense of well-being.Managers can properly empower employees to make employees aware of their internal status,or make employees feel special treatment through different contacts between employees to improve employees' perceived insider status;(2)Managers should pay attention to the level of collectivism of different employees.To a certain extent,highly collectivistic employees are more likely to translate job well-being and perceived insider status into innovative behavior,but it is also easier for employees to feel less aware of insider status at work.Therefore,managers should pay attention to the interpersonal relationships of employees with low collectivism tendencies.They can organize more activities among employees,organize family day,and allow employees with a low level of collectivism to deepen their connection with organization.The importance of employees' attention to the interpersonal relationships and emotional connections of the organization,at the same time,managers must also pay special attention to fostering the perceived insider status of highly collectivism employees.