The Impact Of Job Insecurity On Innovative Behavior Of Knowledge-based Employees

In the past two years,the complex and severe situation abroad and the impact of the COVID-19 have made the global economy downward.At the same time,many enterprises in our country have comprehensively carried out reform and restructuring work,further stimulating the vitality of enterprises.This measure not only promotes the positive and upward development of enterprises,but also increases the work pressure and insecurity of knowledge-based employees.Moreover,the phenomenon of layoffs in large factories and the Evergrande Thunderstorm in 2022 also marked an increase in overall employment pressure in society,and an increased sense of insecurity among knowledge-based employees in enterprises.However,innovation ability is the primary driving force for enterprise development.As the main force of innovation in enterprises,knowledge-based employees’ innovative behavior has become a key competency that major enterprises pay close attention to and focus on cultivating.Therefore,this study attempts to investigate the impact mechanism of job insecurity on employees’ innovative behavior among knowledge-based employees.Currently,there is no consensus in the theoretical community on the impact of job insecurity on employees’ innovative behavior.Only a few scholars support that job insecurity can have a positive effect on employees’ innovative behavior through mediation mechanisms,and there is little research on knowledge-based employees.This study is based on cognitive evaluation theory and resource conservation theory,and constructs a theoretical model that job insecurity positively affects the innovative behavior of knowledge-based employees through the mediating mechanism of work motivation.Using questionnaire surveys and empirical research methods,this study explores the mechanism of job insecurity among knowledge-based employees in enterprises on their innovative behavior.Based on the empirical results,suggestions are proposed on how to improve employees’ innovative behavior.This study first constructs a theoretical model by reviewing relevant literature on job insecurity,employee innovation behavior,work motivation,and leadership support.A questionnaire survey was conducted on knowledge-based employees in enterprises,and a total of 389 valid questionnaire data were obtained.SPSS 27.0 and Mplus8.3 software were used for reliability and validity analysis,descriptive statistics,and correlation analysis,as well as variance and regression analysis.Finally,the research conclusions are as follows:(1)Job insecurity positively affects employees’ work motivation(intrinsic and extrinsic);(2)Internal and external motivations play a mediating role between employees’ job insecurity and their innovative behavior;(3)The positive impact between leadership support enhancing intrinsic motivation and employee innovation behavior;(4)The positive impact of leadership support weakening external motivation on the relationship between employee innovation behavior;(5)The negative regulation of leadership support mediates the mediating effect of external motivation between job insecurity and employee innovation behavior.In terms of theory,this study further expands the mediating mechanism of job insecurity affecting employee innovation behavior from the perspectives of cognitive evaluation theory and resource conservation theory.In practice,suggestions have been provided for enterprises to correctly respond to the job insecurity of knowledge-based employees,and on how to enhance their work motivation and positively utilize employee insecurity to assist employees in innovative behavior.Finally,there are still some areas that need to be improved and improved in this study.It is hoped that future research can be further processed,deepened,and optimized on the basis of existing research.