| Under the background of “public entrepreneurship and innovation”,enterprises are indispensable to maintain their competitive advantages,innovation is indispensable.Innovation is the driving force of development and it is the key to leading companies to continuously improve their technology and maintain progress.The innovation of employees is the basis of enterprise innovation.The level and achievements of innovation in the enterprise can not be separated from the innovative behavior of each employee.In the current era of knowledge economy,the value of knowledge is more emphasized.Individual intellectual capital with knowledge as the individual has become the source of employee innovation.Individual intellectual capital is an individual intangible asset with the knowledge,experience,skills,and customer relationships that employees have as their basic content.This is the basis for employees’ ability to innovate and generate innovative behaviors.Therefore,from the individual level,the value of research on the relationship with individual intellectual capital and employee innovation behavior is highlighted.At the same time,the psychological status of employees is also receiving more attention.Organizational commitment as a positive psychological state including employees’ willingness to remain in the organization and contribute to the organization will affect the individual behavior of employees.Organizational commitment reflects the attitude of employees towards the company,which will affect their contributions to the company,including innovative attempts to achieve corporate goals and long-term development,which in turn will affect employees’ use of their knowledge and innovation transformation,and then it will affect innovation behavior.Therefore,organizational commitment will play a role in the impact of individual intellectual capital on employee innovation behavior.Based on this,this article starts from the individual level,explores the impact of individual intellectual capital on employee innovation behavior,and joins the organizational commitment as a regulatory variable.First,the basic connotations of intellectual capital are sorted out,with the focus on the connotation of individual intellectual capital,and the literature research on organizational commitment and employee innovation behavior are also sorted out and summarized;secondly,correspondinghypotheses and theoretical models are proposed based on literature review,design and issue questionnaires on the basis of domestic and international scales;then,organize and empirically analyze the collected data,use SPSS22.0 to make descriptive statistical analysis of data,reliability and validity analysis,correlation analysis and regression analysis,the assumptions are tested in turn;finally,conclusions are drawn based on empirical analysis results,and management inspiration,reflection,and outlook are proposed.The specific conclusions are as follows:(1)Individual intellectual capital has a positive effect on employee innovation behavior,in which individual human capital and individual relationship capital also have positive effects on employee innovation behavior;(2)Organizational commitment plays a regulatory role in the impact of individual intellectual capital on employee innovative behavior,and it is a positive effect.Among them,emotional commitment plays a positive regulatory role in the impact of individual intellectual capital(individual human capital and individual relationship capital)on employee innovative behavior;normative commitment plays a positive regulatory role in the relationship between individual relationship capital and employee innovation behavior,and it plays no effect on the the relationship between individual human capital and employee innovation behavior;continuous commitment plays a negative regulatory role in the relationship between the two dimensions of individual intellectual capital(individual human capital and individual relationship capital)and employee innovation behavior. |
