Research On The Relationship Between Management Innovation And Organization Performance

Under the guidance of the concept of “innovation is the first driving force for development”,enterprises began to carry out management innovation activities.Although many companies have made significant progress in organizational performance through management innovation,there are many companies whose management innovations are not satisfactory.At the same time,management innovation often floats on the “surface” of the enterprise and has not been updated into organizational norms through organizational practices.This paper believes that this may be one of the reasons why it failed to produce its due effect.At present,the relationship between management innovation and organizational performance is still confusing,and few scholars have established a link between management innovation,organizational practice and organizational performance.Therefore,based on the analysis and summarization of previous scholars’ theoretical research on management innovation,organizational practice update and organizational performance,this paper attempts to explore the relationship between management innovation and organizational performance by updating organizational practice as a mediator.First of all,based on relevant literature and enterprise management practices,this paper attempts to construct an organizational performance theory model of management innovation mechanism.Second,choose existing management innovations,organizational practice updates,job characteristics,and organizational performance maturity.It was revised to form the questionnaire used in this survey,and the reliability of the questionnaire was verified by pre-study.In this study,AMOS24.0 and SPSS19.0 statistical software were used to empirically analyze 243 valid questionnaires to further understand the interaction mechanism between variables.Finally,this paper summarizes the results of empirical research,enriching and expanding.Management innovation research provides decision support and management advice for managing innovation to effectively organize performance improvement.Through empirical analysis,this study draws the following conclusions:(1)There is a significant positive correlation between management innovation and organizational practice renewal.The adoption of management innovation and the implementation of management innovation have a significant positive impact on organizational practice;The uncertainty,complexity and interdependence of work characteristic variables have a reverse adjustment effect on management innovation and organizational practice;(3)There is a significant positive correlation between management innovation and organizational performance,among which management innovation adoption and management The implementation of innovation has a significant positive impact on performance;(4)There is a significant positive correlation between organizational practice update and organizational performance;(5)Organizational practice update has a partial intermediary role between management innovation and organizational performance.The innovation of this research can be embodied in two aspects: First,the introduction of organizational practices into intermediary variables provides a new research perspective for management innovation to better promote organizational performance;second,through empirical analysis,verification of management innovation and The relationship between organizational performance.