Research On Impact Mechanism Of Master’s Thriving At Work On Apprentice’s Innovation Performance

Talent is the core driving force of enterprise organizational innovation,and the level of individual innovation performance has a very important impact on the success or failure of organizations and enterprises.However,the organizational situations in which employees are located are very different,and different organizational situations will have different impacts on individual innovation,which in turn will affect the overall innovation performance of enterprises.In the context of the intensification of enterprise competition,innovation performance has become a hot issue for scholars.Exploring the factors and mechanisms that affect employee innovation performance in important organizational situations,helping employees to better tap the innovation potential,and improving the overall innovation performance of individuals and organizations has been closely watched by enterprises and organizations.Based on the theory of social exchange,the individual is placed in the context of the mentor-apprentice relationship,and the quality of the mentor-apprentice relationship and the apprentice engagement are introduced.From the perspective of AMO theory,we explore the mechanism of the role of a master with thriving at work on the innovative performance of the apprentice.The objective was to study the influence of the mental state of the master on the quality of the mentor-apprentice relationship,the engagement of the apprentice,and the innovation performance of the apprentice.In addition,from the three dimensions of ability,motivation and opportunity,the process and extent to which a master with thriving at work influences the apprentice’s innovation performance through different mechanisms of action is discussed.The master-apprentice system has a long history in China,and the traditional master-apprentice relationship emphasizes the relationship between identity and ethics,represented by the teaching method of "passing on the father and son,and teaching each other from master to disciple".However,the new enterprise mentoring system brings a long-term stable relationship to both the master and the apprentice.The master not only undertakes the function of "preaching,teaching,and solving puzzles" for the apprentice,but also has the great responsibility of teaching the apprentice to maintain good moral qualities.The master also plays the role of some elders and plays an important role in the future work and life of the apprentice.However,the apprentice is not completely subject to the master,but the two sides complement each other’s advantages,teach each other,and maintain common benefits.A well-run mentor-apprentice relationship not only has a positive role in promoting the“corporatization,specialization and professionalization" of new employees,but also has a non-negligible impact on scientific research and innovation and employee mobility in enterprises.This article focuses on the mediating role played by the quality of the mentor-apprentice relationship and the apprentice engagement between thriving at work of the master and the innovative performance of the apprentice in the context of the master-apprentice relationship.At the same time,based on the gender matching situation of both masters and apprentices,the boundary conditions of thriving at work of the master affecting the innovation performance of apprentices are studied.The study used the questionnaire research method to verify the research hypothesis proposed in this paper by constructing a hypothesis model and analyzing the results of 252mentor-apprentice pairs in different industries by empirical analysis methods.Through the analysis,the following main conclusions are drawn: thriving at work of the master is significantly positively correlated with the quality of the master-apprentice relationship,the apprentice’s engagement and the apprentice’s innovation performance;The quality of the mentor-apprentice relationship and the apprentice engagement were significantly positively correlated with the apprentice’s innovation performance;Apprentice engagement plays a part of mediating role between thriving at work of the master and the apprentice’s innovative performance;The relationship quality between master and apprentice and the degree of apprentice engagement played a chain mediating role between thriving at work of the master and the apprentice’s innovative performance;Master-apprentice gender matching is heterogeneous in the process of thriving at work of the master affecting the quality of the mentor-apprentice relationship.This study adds the essence of the apprenticeship system and the relationship between the apprentice and the master,and enriches the research perspective and boundary condition of innovation performance under the new apprenticeship system.The conclusions of this article also provide guidance for companies using mentoring.Managers should combine the two sides scientifically,stimulate the initiative of improving the relationship quality,and pay attention to excavate the intrinsic motivation that influences the innovation of the apprentice,so as to provide suitable organizational situation for the improvement of the employee’s innovation performance.