Research Of The Internal Mechanism Of Supervisor Support Impact On Employees' Innovative Behavior

Employee individual innovation is the basic unit of enterprise innovation,and it is an important foundation for enterprises to gain competitive advantage and seize market opportunities in the market environment facing the cross-border impact of Internet economy and frequent changes in international situation.Based on the research of enterprise innovation and organizational innovation,Researchers have explored the influencing factors of employee innovative behavior from the perspectives of organization,team,leadership and personality traits.The results show that external support has a significant positive incentive effect on employee innovation behavior.As the most frequent interaction subject with employees,in the organization,the supervisor has the most direct and strong influence on the employee's work behavior.However,in the research field of “employee innovative behavior”,although the scholars propose that the supervisor support has positive influence on the employee's innovation behavior,yet,this has not been explored in depth.Therefore,this study attempts to deepen the theoretical research topic on the basis of summarizing the existing research results in the academic world,and clarify the influence mechanism of supervisor's support behavior on employee innovative behavior.The Conservation of Resources theory believes that people always strive to maintain,protect and establish their own cherished resources,and minimize the loss of personal resources when faced with pressure.The Social Exchange theory points out that when an employee obtains the desired economic or non-economic remuneration from the organization,it will generate a sense of obligation to return the organization and return the organization through extra-role behaviors.Based on the dual perspectives of Conservation of Resources theory and Social Exchange theory,we propose that supervisory support behavior is an important resource replenishment for employees,which can effectively alleviate the pressure on employees' resources,it is also a manifestation of the initiative to care for the personal interests of employees,which will enable employees to be rewarded and positive to employees' innovative behavior.Based on this hypothesis,this study introduces two mediator variables of psychological capital and Family-like employee-organization relationship,and constructs perceived organizational support as a moderator of the dual mediation path.There is a dualintermediation model with adjustments to explore the mechanism by which supervisors support the impact of employee innovative behavior,and the research model is tested by empirical research methods.We conducted a questionnaire survey of employees and their direct supervisors from Guangdong,Beijing,Shanghai,Fujian and other places.After three months of efforts,we collected a total of 262 sets of valid supporting questionnaires.After multi-step data analysis,the research results It shows that:(1)supervisor support has a significant positive impact on employee innovative behavior,and(2)psychological capital and Family-like employee-organization relationship play a mediating role in the process of supervisor support for employee innovation behavior,(3)perceived organizational support has a positive adjustment effect on the two intermediary paths of psychological capital and Family-like employee-organization relationship.The theoretical contribution of this research is to expand the research on the antecedent variables of employee innovative behavior and its influencing mechanism,make up for the lack of academic supervisor's support research,and also add evidence for the application of Conservation of Resources theory and Social Exchange theory in Chinese management context.