Research On The Pay For Performance To The Innovation Behavior Of The Employees

Reform over the past 40 years,as the world's second largest economy,China's development process has once again proved that only by following the trend of history actively adapting to changes,and taking the initiative to seek changes,can we keep pace with the times and take the lead in fierce competition.Innovative-driven strategy is the eternal development strategy of our country.As one of the main bodies of innovative-driven system,enterprises are directly related to the development of national economy.However,innovative development of the enterprise comes from innovative behavior of the enterprise staff in the final analysis.In the practice of human resource management in enterprises,it is a problem that managers need to think about to effectively motivate employees,to give corresponding performance compensation and to maximize the motivation and self-confidence of employees.At the same time,the generation of innovative behavior comes from the evaluation and cognition of creative self-efficacy.Therefore,this study attempts to explore the relationship among pay-for-performance,creative self-efficacy and employees' innovation behavior.Based on Cognitive Evaluation Theory and Social Cognitive Theory.On the basis of comprehensive summary of relevant research literature,we select enterprises as the main body of research,and construct a relationship model such as pay-for-performance,creative self-efficacy and employees' innovation behavior.The number of employees surveyed is 381,using empirical analysis to study the relationship between pay-for-performance,creative self-efficacy and employees' innovation behavior.The conclusions are summarized as follows:(1)pay-forperformance has big difference in terms of working type?creative self-efficacy also has big difference in terms of monthly income and working years,and monthly income is proportional to employees' innovation behavior while age is different.(2)pay-for-performance has a notably positive effect on employees' innovation behavior(3)pay-for-performance has a notably positive effect on creative self-efficacy.(4)Creative self-efficacy has a notably positive effect on employees' innovation behavior.(5)Creative self-efficacy partly mediates between pay-for-performance and employees' innovation behavior.On the basis of relevant research theories,this paper puts forward some effective suggestions to improve employees' innovation behavior.: highlight the informational aspect of pay-for-performance,promote the production of employees' innovation behavior proper application of the controlling aspect of pay-for-performance,avoid the employees' negative emotions;enhance the employees' sense of competence and self-confidence,solidify creative self-efficacy to ensure that the role of the relevant transmission mechanism can be fully played.In the course of this thesis,the concept of pay-for-performance and the structural dimension of it is expounded.Using the Chinese context as the main research environment,and using creative self-efficacy as an intermediary variable to explore the effect of pay-for-performance on employees' innovation behavior.It is hoped that the relevant research results can play a certain reference role in the training process of employees' innovative vision.