The Relationship Between Perceived Organizational Support And Innovative Behavior Among Employees:the Intermediate Effect Of Creative Efficacy And Power Distance

At present,the power of innovation has been widely recognized.More and more enterprises invest a lot of manpower and material resources to encourage employees to innovate.However,the various measures of enterprises seem failed to achieve the desired results.So,what is the reason of employees reluctant to put forward their own ideas and put them into practice? How do enterprises solve such problems? This study hopes to make a little effort to solve this problem.At present,most studies about innovative behavior focus on how to improve the organizational environment to promote innovation behavior,less studies exploring how individual factors influence the innovation behaviors,only a few studies considering both the influence of individual factors and organizational factors on innovation behavior.Whether support from the organization can improve employees' sense of creative self-efficacy and then increase the probability of occurrence of innovation behavior?Power distance is an important dimension of individual values.Chinese employees usually have a high power distance.What is the impact of this phenomenon on innovation behavior and how the phenomenon Influence innovation behavior? These problems are worth studying.Based on this,this study takes perceived organizational support as independent variable,employee'innovation behavior as a dependent variable,creative self-efficacy and power distance orientation playing a mediate and moderate role to construct the research framework.Through the investigation of the employees in Harbin,Changchun,Tianjin,Beijing and Shanghai,544 valid questionnaires were harvested.This study verifies the theoretical model by Descriptive analysis,ANOVA analysis,Correlation analysis and Regression analysis.Finally we get such conclusions:(1)Employees surveyed have better innovative behaviors.(2)There are significant differences between four variables in demography.(3)Perceived organizational support can significantly and positively affect the two dimensions of innovative behavior.(4)Perceived organizational support can significantly and positively influenceinnovation efficacy.(5)Innovation efficacy has a significantly positive effect on the two dimensions of innovation behavior.(6)Innovation efficacy plays a mediating role between perceived organizational support and innovative ideas' the creation dimension of innovative behavior.(7)Innovation efficacy plays a mediating role between perceived organizational support and innovative ideas' the implementation dimension of innovative behavior.(8)The employee power distance positively moderates the positive relationship between the perceived organizational support and innovative ideas' the creation dimension of innovation behavior and the moderate effect is mediated by creative efficacy sense.(9)The employee power distance positively moderates the positive relationship between the perceived organizational support and innovative ideas' the implementation dimension of innovation behavior and the moderate effect is mediated by creative efficacy sense.Finally,the management suggestions are put forward based on the conclusions of the study and the limitations and future research directions of this study are pointed out.