Research On The Influence Of Organizational Psychological Ownership On Employee Innovation Performance

In today’s era of rapid development of digital technologies and knowledge-based economy,enterprises,as subjects of the market economy,are always under strong competitive pressure.They can only survive if they continuously innovate and adapt to the trends of the times.Employees are the knowledge carriers of the enterprise and the driving force of innovation.To continuously improve the innovation capability of the enterprise.it will be the right strategic choice for enterprises to improve the innovation performance of employees,and the core issue is to find out what are the anthracent variables that affect the innovation performance of employees? And how to efficiently improve employee innovation performance? Both academia and business circles have been discussing these issues.Most of the existing literature focuses on the impact of employee organizational behavior on innovation performance,and some studies point out that different psychological feelings of employees will have different impacts on enterprise innovation performance.Therefore,This thesis introduces the mediating factor knowledge sharing behaviour and the mediating factor organisational justice from a selfdetermination theory perspective,and develops a mediating factor model of mediation.On this basis,the mechanism of organizational psychological ownership affecting employee innovation performance is analyzed in depth.On the basis of summarizing relevant literature,this thesis selects non-self-employed employees as research objects and conducts empirical research.A total of 340 valid questionnaires were collected in the form of questionnaires.Using analysis software such as SPSS26.0 and Process plug-in to test the hypothesis of the sample data,the following conclusions were drawn:(1)Organizational psychological ownership has a significant positive impact on employee innovation performance,that is,a high level of organizational psychological ownership is conducive to improving employee innovation performance;(2)Organisational psychology has a significant positive impact on knowledge sharing behaviour;(3)Knowledge sharing behavior has a significant positive effect on employee innovation performance;(4)Knowledge sharing behavior partially mediates the relationship between organizational psychological ownership and employee innovation performance;(5)Perceived organizational justice positively moderates the indirect effect of organizational psychological ownership in promoting employee innovation performance through knowledge sharing behavior.According to the research conclusions,the following enlightenments can be drawn:(1)Create an organizational atmosphere with a sense of belonging so that employees can fully obtain the "sense of ownership" in the organization;(2)Pay attention to creating a fair atmosphere in the organization and establish a good feedback mechanism so that employees can have a say;(3)Pay attention to creating an atmosphere of knowledge sharing and promote employees’ knowledge sharing behavior;(4)Formulate incentive system to encourage innovative behavior.