Research On The Influence Of Differential Atmosphere Perception On Employees' Innovative Behavior

At knowledge economic age,Innovation is the source of vitality for a company to achieve sustainable survival and development.Employees are the cornerstone of the company's survival and development,and their innovative behavior is the main force that promotes corporate innovation.China is a country with value human feelings and relationship,the phenomenon of differentiated treatment of leaders is widespread in Chinese enterprises,which will have an important impact on employees and organizations and play an important role in the management practice of enterprises.However,the current research on the phenomenon of leadership differential treatment in our country is relatively weak,the concept and operation are unclear,and its effects and internal mechanisms are limited.Therefore,The paper introduce“Cha-xu climate”do research in Chinese culture context,and clearly distinguishes the concepts of “perceived climate of team Cha-xu ”and “Organization Cha-xu climate”.Then,we based on the theory of organizational justice,resource conservation theory and social exchange theory,by introducing two mediating variables,workplace ostracism and tacit knowledge sharing willingness to discuss the influence of perceived climate of team Cha-xu on employees innovation behavior and constructs the chain dual mediation model.By combing through previous research literature,The questionnaire survey made of domestic and foreign mature scale were used to investigate employees in many regions and industries in China,the data came from 319 valid questionnaires filled out by employees online.Firstly,SPSS 24.0 and AMOS 24.0 were used for descriptive statistical analysis and reliability and validity test to ensure the reliability and validity of the data.Then we analyzed the relationship between variables by related analysis.Finally,hierarchical regression analysis and Bootstrap analysis were used to test the relationship between variables.Through empirical analysis,the following conclusions can be drawn:(1)Perceived climate of team Cha-xu has a significant negative effect on employees innovation behavior;(2)Perceived climate of team Cha-xu has a significant positive effect on workplace ostracism;(3)Workplace ostracism has a significant negative impact on employees innovation behavior;(4)Workplace ostracism partly mediates the influence of perceived climate of team Cha-xu on employees innovative behavior;(5)Perceived climate of team Cha-xu has a significant negative impact on tacit knowledge sharing willingness;(6)Tacit knowledge sharing willingness has a significant positive effect on employees innovation behavior;(7)Tacit knowledge sharing willingness partly mediates the negative influence of perceived climate of team Cha-xu on employees innovation behavior;(8)Workplace ostracism has a significant negative impact on tacit knowledge sharing willingness;(9)Workplace ostracism and tacit knowledge sharing willingness play a chain of double mediating roles between perceived climate of team Cha-xu and employees innovation behavior.Based on the above conclusions,this article puts forward the following management practice enlightenmen;(1)Improve the quality of managers and establish a fair and transparent reward and punishment system;(2)Reduce workplace ostracism and create a good and harmonious working atmosphere;(3)Pay attention to increasing the willingness of employees to share tacit knowledge.