Research On The Impact Of Perceived Organizational Support On Employees’ Innovation Behavior

With the advent of the new economic era and the accelerated pace of economic globalization,the external competitive environment faced by enterprises is becoming increasingly complex.As General Secretary Xi Jinping said,we are facing "a great change in the past hundred years".With the increasingly fierce market competition,how to remain invincible in the complicated market competition and realize the long-term stability of enterprise development has become an urgent problem to be solved by modern enterprises.Innovation is an important driving force to promote national development and an inexhaustible source of a nation’s youth and vitality.Moreover,a number of previous research and practice results show that innovation is the only way for enterprises to obtain long-term core competitiveness and competitive advantage,and the strategic significance of innovation for enterprises is self-evident.In the context of China’s development of innovation driven economy,enterprises have begun to realize the importance of innovation,and their innovation awareness has been continuously improved.As the core power of innovation and the implementer of innovation behavior,the quality of individual innovation is closely related to the overall innovation performance of the enterprise.Research on the impact of individual organizational value matching on employees’ innovation behavior.In the current fierce social competition,it is self-evident that the innovation ability of employees plays an important role in the sustainable development of enterprises in the future.Based on reading a large number of domestic and foreign literature,this paper discusses the relationship between perceived organizational support,thriving at work,role breadth self-efficacy and employee innovation behaviour.The model of perceived organizational support,thriving at work,role breadth self-efficacy and employee innovation behaviour is constructed to explore and test the impact of perceived organizational support on employees’ innovation behavior and the chain mediating role of thriving at work and role breadth self-efficacy between them.Based on the reference of excellent maturity scale domestically and abroad,the questionnaire was developed and modified to a certain extent according to the actual situation,and the collected data were summarized by using SPSS and other software to do the reliability and validity test analysis,and then use SPSS software regression analysis method and bootstrapping to verify the eight hypotheses in this paper.The conclusions are as follows: perceived organizational support,thriving at work and role breadth self-efficacy have a significant positive impact on employees’ innovation behavior,and thriving at work plays a mediating role in perceived organizational support and employees’ innovation behavior.Role breadth self-efficacy also plays a mediating role in perceived organizational support and employee innovation behavior.Thriving at work and role breadth self-efficacy play a chain mediating role in perceived organizational support and employee innovation behavior.Finally,this paper discusses the data and hypothesis test results of the relationship among perceived organizational support,thriving at work,role breadth self-efficacy and employee innovation behaviour,and puts forward the management suggestions for enterprise and organization managers,and the shortcomings and limitations of this study,as well as the prospects for future research.