Research On The Relationship Of Organizational Incentives And Employees' Innovative Behaviors Based On Mediating Role Of Work Motivation

Innovation is the driving force of economic development.Enterprises are the main body of social innovation,and innovation is especially important for the development of enterprises.The key to enterprise innovation lies in employees,and the knowledge and technology that employees have can help companies gain a sustainable competitive advantage.The innovative ability of employees can help enterprises to enhance productivity and build core competitiveness.Especially in the context of innovation-driven development,employees' innovation behavior is particularly important.Therefore,how to motivate employees' innovative behavior becomes a problem that organizational practitioners and theoretical researchers need to solve.Studies have shown that organizational incentives can stimulate employee innovation behavior to a certain extent.Through material incentives and development incentives,organizations can act on employees' work motivations,thereby stimulating the emergence of their innovative behaviors.Motivation for work includes intrinsic motivation and extrinsic motivation.There is a controversy in the academic community about the impact of external organizational incentives on employee intrinsic motivation,and the fact that organizational incentives can trigger employee extrinsic motivation is more consistent.Based on the theory of self-determination and combining other related theories,this paper introduces employee motivation as a mediator variable,and constructs a theoretical model of “organizational incentive?work motivation?employee innovation behavior” to explore the internal mechanism of the enterprise to stimulate employees' innovation behavior through organizational incentives..At the same time,based on the theoretical controversy about organizational incentives and intrinsic motivations in the academic world,this paper conducts a new study on the relationship between organizational incentives and intrinsic motivation,and introduces the autonomy environment as the situational factors between organizational incentives and intrinsic motivations,so as to explore whether the organizational incentives can have a deeper influence on intrinsic motivation to motivate employees more effectively in a highly autonomous support environment.Through questionnaire survey,316 valid data were collected,and the following conclusions are obtained by means of reliability and validity analysis,correlation analysis and empirical analysis:(1)organizational incentives can effectively stimulate employees' innovative behavior;(2)intrinsic motivation and external motivation plays a partial intermediary role between organizational incentives and employee innovation behaviors;(3)The autonomy environment plays a regulatory role between organizational incentives and intrinsic motivation;(4)The autonomy environment can regulate the mediating effect of intrinsic motivation between incentives and employee innovation behavior.The research results reveal how the two dimensions of work motivation including intrinsic motivation and extrinsic motivation act on the relationship between organizational motivation and employee innovation behavior,enriching the theoretical research on the relationship between organizational incentives,work motivation and employee innovation behavior.And the paper can play a guiding role in the actual management practice of the organization.Organizational managers should not only design appropriate incentive systems,but also provide employees with a highly autonomous work environment,pay attention to the work motivation of employees and adjust the organization and management of enterprises accordingly.