Research On The Impact Mechanism Of The Three-Dimensional Variables Of Achievement Goal Orientation On Employee Innovation Performance

Employee innovation has become a hot topic in academia and business circles.Independent innovation ability is the key to sustainable development and invincible competition of enterprises.In enterprises,whether R&D,technology,sales,functions or management positions,there are possibilities and space for innovation in their work.However,not all employees have a positive willingness to innovate and innovative performance.The factors that affect employees' innovative performance deserve to be analyzed and explored.Individual achievement goal orientation is a relatively stable personality trait that determines individual achievement motivation and an important factor affecting employee innovation performance.Achievement goal orientation can be divided into three dimensions: learning goal orientation,performance certification orientation and performance avoidance orientation.Innovation as an "out-of-role behavior" is largely influenced by motivation.Because of the different cognitive,intrinsic motivation and goal setting,different achievement goal-oriented individuals will have different innovative performance.This study explores the impact of individual achievement goal orientation on employee innovation performance,including learning goal,performance proof goal and performance avoidance goal orientation.It also introduces and verifies the mediating role of innovation self-efficacy,feedback seeking behavior and the moderating role of organizational innovation climate.Innovation self-efficacy is an important antecedent variable to predict employees' innovation performance.At the same time,individual cognitive style,judgment of individual competence and expectation of behavior results are the key factors to determine innovation self-efficacy.Achievement motivation theory regards self-efficacy as a positive component of achievement motivation and goal setting.It can be inferred that individuals with different achievement goals may have different perception levels of innovation self-efficacy.Innovation self-efficacy mediates achievement goal orientation and employee innovation performance.Feedback seeking behavior refers to the behavior of individuals seeking information about job content,knowledge and skills,performance information and role expectations from other members of the organization.Feedback seeking can make the work content clearer,reduce uncertainty,acquire knowledge and skills,improve work efficiency,get performance evaluation and understand performance.Feedback seeking behavior helps to improve the level of innovation performance.For individuals with different achievement goal orientation,there are differences in motivation and willingness of feedback seeking,evaluation of cost of feedback seeking and value perception.Achievement goal orientation is an important antecedent variable of feedback seeking behavior.Therefore,feedback seeking behavior can act as a bridge between achievement goal orientation and innovation performance,and play a mediating role.Behavior is the result of the interaction of individual and environment.Innovation is determined not only by individual factors,but also by organizational context.Previous studies have confirmed that organizational innovation climate is an important factor in predicting employee innovation performance.Whether it plays a moderating role between achievement goal orientation and innovation performance is worth exploring.Chinese scholars have little research on achievement goal-oriented three-dimensional variables on innovation performance,and their conclusions are different.The mediating role of innovation self-efficacy and feedback seeking behavior has never been explored.Organizational innovation climate is usually regarded as the antecedent variable of innovation performance,and its moderating effect is seldom involved.Through literature review,this study constructs a theoretical model,and takes the knowledge workers in various functional positions as the research object,carries out empirical analysis,enriches the theoretical and empirical research,and has practical significance.The conclusions of this study include:1.Learning goal orientation and performance certification orientation have significant positive effects on employees' innovation performance,while performance avoidance orientation has significant negative effects on employees' innovation performance.2.The sense of innovation self-efficacy and feedback seeking behavior play a part of intermediary role between learning goal orientation,performance certification orientation,performance avoidance orientation and employee innovation performance.3.Organizational innovation climate has a significant positive impact on employee innovation performance.Organizational innovation climate should play a moderating role between learning goal orientation,performance certification orientation,performance avoidance orientation and employee innovation performance from the theoretical research level,but the moderating role has not been verified from the empirical analysis of this study.Finally,from the perspective of enterprise human resources management,this paper puts forward relevant suggestions for improving employee innovation performance from the perspectives of talent selection,enterprise training and organizational innovation atmosphere building.