Reward And Innovation Performance Of Knowledge Workers:the Role Of Creative Self-efficacy

The 21 st century is an era of knowledge,where innovation drives economy forward and everyone is devoted to innovative entrepreneurship?Innovation and creativity are key to enterprise development and promotion of enterprise performance.Therefore,it is practically significant to research on the incentive mechanism of innovation,which is in line with the whole circumstances.Reward is the employee's labor value purchased by enterprises,with the fact the labor value being the most direct method and ingredient to motivate the employees.Innovation performance is the innovative achievements accomplished because of applying,optimizing and executing new practical ideas or methods.Therefore,in the context of China's social and cultural background,selecting high-tech enterprise knowledge workers as the research object,this article introduces Innovative self-efficacy as moderating variables and researches on the relationship among rewards and innovation performance,which theoretically enlarges the scope of functional situations of innovation and innovation performance,and to some extent,helps establish an innovation management system which corresponds to China's recent context.Firstly,referring to both domestically and internationally existing research results,this article discusses the connotation,measurement and influence factors of each research variables respectively.,The variables including reward,Innovation performance and Innovative self-efficacy.Then this article investigates the correlation between/among research variables and at the last,it summarizes the literature review.Secondly,After the questionnaire and related empirical analysis of a sample of 301 employees from 9 high-tech companies,several conclusions are drawn based on Expectancy theory,Self-Determination Theory,etc.The research finds that :(1)External reward was significantly and negatively correlated with radical innovation performance;(2)External reward was significantly and negatively correlated with incremental innovation performance;(3)Intrinsic reward was significantly and negatively correlated with radical innovation performance;(4)Intrinsic reward was significantly and negatively correlated with incremental innovation performance;(5)Innovative self-efficacy significantly moderated the effect on external reward and radical innovation performance;(6)Innovative self-efficacy significantly moderated the effect on external reward and incremental innovation performance;(7)Innovative self-efficacy significantly moderated the effect on intrinsic reward and radical innovation performance;(8)Innovative self-efficacy significantly moderated the effect on intrinsic reward and incremental innovation performance.Finally,combining the conclusions above and the deficiency of existing researches,this article puts forward potential research fields later on and gives corresponding management implications,which is of great significance both theoretically and practically.