The Influence Of Individual Goal Orientation On Innovation Behavior From The Perspective Of Knowledge Hiding

In the era of knowledge economy,innovation is an indispensable factor in adapting enterprises to rapid economic changes and gaining competitive advantage.In the long run,employees' individual innovation behavior is a key factor in the survival and development of the organization.In the process of enterprise innovation,employees'innovation behavior is deeply influenced by their own goal orientation and knowledge hiding.Variety of self-object to some extent results in difference in the innovative behavior,while this essay creatively takes hiding knowledge as a mediator variable between them.However,previous studies lack exploration of this path.In this process,performance appraisal goal-oriented situational factors also affect the employee's innovative behavior,but previous studies are relatively scarce on this aspect.Based on the above reasons,this paper aims to explore the influence of employees' goal orientation on employees' knowledge hiding behavior,and then affects employee innovation behaviors,as well as the moderator role of performance appraisal goal orientation between knowledge hiding and innovation behavior.Based on the theory of social exchange,this study uses knowledge workers as a sample,through 262 valid questionnaires,using empirical analysis methods to verify the proposed model and related hypotheses.The main conclusions are as follows:(1)Learning goal orientation and proving goal orientation have positive impact on employee innovation behavior respectively;avoiding goal orientation has negative impact on employee innovation behavior.(2)Learning goal orientation has a negative impact on knowledge hiding;proving goal orientation and avoidance goal orientation have a positive impact on knowledge hiding;knowledge hiding has a negative impact on employee innovation behavior;and knowledge hiding has mediation role on the relationship between goal orientation and employee innovation behavior.(3)Development-oriented performance orientation negative moderates the relationship between knowledge hiding and employee innovation behavior;evaluation-oriented performance orientation positive moderates the relationship between knowledge hiding and employee innovation behavior.Simultaneously;Development-oriented performance orientation moderates the relationship between goal orientation and employee innovation behavior via knowledge hiding.That is,when the development-oriented performance orientation is lower,the mediating role of knowledge hiding is enhanced;while evaluation-oriented performance orientation doesn't moderate the relationship between goal orientation and employee innovation behavior via knowledge hiding.According to the research results of this paper,the following practical significance is proposed:First,it has a certain guiding role for enterprise human resources;Second,it has management significance for reducing knowledge hiding and strengthening knowledge construction;Third,it has important management enlightenment for optimizing enterprise performance management.Finally,the research limitations and future prospects of this paper are put forward.