Research On Informal Status's Influencing Mechanism On Employee's Innovative Behavior

The pursuit of status is a common phenomenon in organizations.As the carrier of power,higher status means greater power,higher "social importance" of individuals themselves,and more control over material resources,information resources and emotional resources.Therefore,in order to achieve higher status,employee unions adopt various effective methods to enhance their status,among which innovation is an important means for individuals to achieve status improvement.However,the research on revealing the potential mechanism between status and innovation behavior is still insufficient,especially on how the informal status of individuals affects employees' innovation behavior in organizations.It is not sufficiently discussed.If this issue can not be effectively solved,it will be detrimental to the realization of organizational management objectives.From this point of view,it is of great theoretical significance and practical value to reveal the "black box" of informal status on the mechanism of innovation behavior and to find the effective boundary of employees' innovation behavior.Based on the self-determination theory,this study discusses the mediating mechanism and boundary conditions of informal status on innovation behavior.Among them,innovation efficacy is regarded as the core mediating variable between informal status and innovation behavior,and perceived leadership support and perceived leadership destruction as the moderating variable of the relationship between informal status and innovation behavior.The empirical analysis of 206 valid questionnaires shows that:(1)there is a positive correlation between informal status and innovation efficacy.(2)Informal status indirectly affects employees' innovation behavior through innovation efficacy.(3)Perceived leadership support will further enhance the relationship between informal status,innovation efficacy and innovation behavior.Specifically,compared with the situation of low perceived leadership support,when perceived leadership support is high,the higher the informal status,the more obvious the improvement of employees' innovation efficacy and innovation behavior.(4)Perceived leadership undermining further weakens the relationship between informal status and innovation efficacy.Specifically,compared with perceived leadership undermining,the higher the perceived leadership undermining,the less significant the reduction of employees' innovation efficacy.(5)Perceived leadership support mediates the relationship between informal status and employees' innovative behavior effectively.Finally,the practical significance,shortcomings and future research directions of this study are pointed out.