The Influence Of Learning Organization,Organizational Support And Innovation Self Efficacy On Employees’ Innovation Intention And Innovation Behavior

Developing learning organization is an important way to improve the innovation ability of modern enterprises.The employees are the main body of organizational innovation.The positive role of learning organization in organizational innovation needs to be realized through the acceptance and cognition of employees.But relatively few studies both at home and abroad from the perspective of individual psychology to explore the role of the learning organization in the organizational innovation mechanism,this study is based on organizational support theory and social cognitive theory,on the basis of introducing the perceived organizational support and creative self-efficacy,the research to understand the learning organization,perceived organizational support and innovation present situation and characteristics of self-efficacy,discusses the relationship between several factors.This study translated and revised the DLOQ,the reliability and validity of the revised questionnaire was good(α= 0.981),others used the organizational support scale;innovation self-efficacy scale;employee innovation willingness scale;employee innovation behavior scale to investigate,using the questionnaire survey method to investigate the employees in the enterprise,a total of 606 valid questionnaires were collected.The conclusions are as follows:Research on the status and characteristics of learning organization,perceived organizational support,perceived innovation self-efficacy,innovation willingness and innovation behavior of employees shows that :(1)there are significant differences in the five demographic variables of learning organization,such as enterprise nature,education level,age,working years and position.(2)There are significant differences in perceived organizational support on three demographic variables: age,working years and position.(3)Innovative self-efficacy has significant differences in three demographic variables: age,working years and position.(4)There are significant differences in employees’ willingness to innovate in three demographic variables: age,working years and position.(5)There are significant differences in employee innovation behavior in four demographic variables: gender,enterprise nature,working years and position.The relationship among learning organization,perceived organizational support,perceived innovative self-efficacy,employee innovation willingness and innovation behavior shows that :(1)there is a significant positive correlation between learning organization,perceived organizational support,perceived innovative self-efficacy,employee innovation willingness and innovation behavior.(2)Perceived organizational support played a partial mediating role in the relationship between learning organization and employees’ innovation willingness.(3)Perceived organizational support played a partial mediating role in the relationship between learning organization and employee innovation behavior.(4)Innovative self-efficacy played a partial mediating role in the relationship between learning organization and employees’ innovation willingness.(5)Innovative self-efficacy plays a partial mediating role in the relationship between learning organization and employee innovation behavior.(6)Perceived organizational support and innovative self-efficacy play a chain mediating role in the relationship between learning organization and employees’ innovation willingness.(7)Perceived organizational support and perceived innovative self-efficacy play a chain mediating role in the relationship between learning organization and employee innovation behavior.According to the research conclusion,enterprises can adopt targeted measures according to the characteristics of different employee groups,comprehensively strengthen the construction of learning organization,and improve the innovation willingness and innovation behavior level of employees.