The Influence Of Career Calling In Knowledge Employees On Innovative Behavior:The Effects Of Psychological Empowerment And Traditionalism

With the rapid technological change and increasingly fierce competition in the market environment,only by constantly innovating and developing,transforming and upgrading can enterprises keep pace with the times and the trend of the market without being overwhelmed by the tide of change.Enterprise innovation is the key link to ensure the vitality of enterprises.The innovation of enterprises cannot be separated from the innovation of employees.Therefore,how to motivate employees' innovative behaviors has become an important issue in organizational management.For knowledge employees with high comprehensive quality and pursuit,the effectiveness of traditional incentive methods is gradually declining and becoming a hygiene factor in the two-factor theory.For knowledge employees,whether self-motivation and calling can better drive them to improve job performance and perform innovative behaviors is under research.In view of this conjecture,there is a theoretical gap in the influence of knowledge employees' career calling on behaviors at home and abroad.Therefore,this study takes the career calling of knowledge employees as an independent variable,innovative behavior as a dependent variable,interprets and analyses their relationship through psychological empowerment and its four dimensions as mediate variables,and also considers the traditionalism as regulatory variable in the Chinese society,and explores in depth the impact mechanism of knowledge employees' career calling on innovative behavior.This study combs and analyses the conceptual development of related concepts and research through literature review,and proposes research models and frameworks based on selfdetermination theory.Questionnaires were used to collect data and statistical software SPSS was used to analyze 224 sample data in the research.Finally,the following conclusions were drawn:(1)knowledge employees' career calling has a significant positive impact on innovation behavior;(2)knowledge employees' career calling have a significant positive impact on psychological empowerment and their dimensions like working meaning,self-determination,self-efficacy and working impact;(3)Psychological empowerment and its dimensions like working meaning,self-determination,self-efficacy and working impact have significant positive effects on innovative behavior;(4)Psychological empowerment and its dimensions play a mediate role in the relationship between career calling and innovative behavior;(5)Traditionalism plays a moderating role in the relationship between psychological empowerment and innovative behavior;(6)Traditionalism moderates the mediate effect of psychological empowerment which is between the relationship of career calling and innovative behavior.Based on the results of the study,this paper fills in the blank of domestic research on the relationship of knowledge employees' innovative behavior and career calling.From the perspective of internal motivation,it opens up the research on knowledge employees' innovative incentive factors,and creatively introduces psychological empowerment to analyze the impact mechanism.At the same time,it takes into account the impact of traditionalism in Chinese society.Based on the results of the study,the following suggestions are put forward for enterprises in human resource management and innovation management:(1)pay attention to employee training and culture construction of enterprise,enhance employee's sense of career calling;(2)seize the talent import and development,especially the talents with career calling;(3)enrich salary system of employees,pay attention to their pursuit of value.