| With the arrival of the VUCA management era,enterprises are facing an increasingly turbulent competitive environment.Innovation,as an important source of building core competitiveness for enterprises(Brown & Eisenhardt,1997),has always been highly valued by the academic and practical communities.Exploitation Innovation is highly favored due to its low risk and low return characteristics,which helps enterprises steadily improve operational efficiency(Yang Boxu et al.,2019).Therefore,it is of great significance to explore the driving path of Employee Exploitation Innovation Behavior.And with the gradual transformation of talent management thinking from "reinforcing weaknesses" to "focusing on advantages",the Strength Use theory in positive psychology shows that Employee Strength Use is beneficial to employee growth and development,and the research on the relationship between Employee Strength Use and innovation behavior has also become an important direction for mining the driving path of Employee Exploitation Innovation Behavior.Innovation,as a complex activity,has the dual attribute characteristics of exploration and development(March,1991).Especially,there is still room for further exploration of the research on Strength Use and the different types of innovation behavior of individuals from the micro level of individuals.Developmental innovation is considered to be more about improving on the original basis and reusing the original knowledge and resources,which is also very consistent with the Employee Strength Use as an important individual resource feature(Littman et al.,2017).In addition,some scholars have studied that individuals have a tendency towards innovation behavior.Individuals generally tend to engage in work with low risk,short time and low difficulty,so they are more willing to implement Employee Exploitation Innovation Behavior(Song Kuntai et al.,2020).This thesis constructs a research model of Employee Strength Use on Employee Exploitation Innovation Behavior at the individual level.On the basis of referring to the relevant existing research,combined with the theory of resource conservation,this thesis conducts an empirical study from the individual level of employees through the perspective of resources,taking the Employee Strength Use behavior and Employee Exploitation Innovation Behavior as antecedent variables and outcome variables respectively,in order to construct a corresponding research model.In addition,in order to further study the impact of Employee Strength Use on employees’ innovative behavior from an individual perspective,this study introduces Work Locus of Control as a moderator to explore the effect of individual attribution differences,so as to better understand the boundary conditions of employees’ heuristic innovative behavior at the individual micro-level.In this study,the reliability and validity of the variable measurement scale were initially measured by issuing a pre-experimental questionnaire.After confirming the content of the questionnaire,the questionnaire was issued again for formal investigation.A total of 356 valid data of employees were collected for the experimental study.This study uses SPSS26.0,PROCESS plug-in and AMOS26.0 to test the hypothesis of the data.The test results show that:(1)Employee Strength Use has a positive impact on Employee Exploitation Innovation Behavior;(2)Work Locus of Control plays an intermediary role between Employee Strength Use and Employee Exploitation Innovation Behavior;(3)Work Locus of Control of work psychology negatively regulates the relationship between Employee Strength Use and Psychological Capital;(4)Work Locus of Control has a mediating effect on the use of psychological capital between Employee Strength Use and Employee Exploitation Innovation Behavior.The above research assumptions and conclusions provide theoretical support for deepening the research on the use of employees’ advantages and motivating employees to develop innovative behaviors,and provide certain reference for management activities:(1)pay attention to the mining of employees’ individual advantages,and help employees use their advantages;(2)Strengthen employees’ psychological capital and pay attention to the level of employees’ psychological control sources;(3)Coordinate the organizational innovation statement and manage the innovation behavior trend of employees.This study has made certain contributions to theoretical research in the fields of Employee Strength Use and Employee Innovation Behavior,and has certain practical significance.As far as academic value is concerned,this thesis integrates important employee behavior characteristics and emotional reactions in the organization,further explores the operating mechanism between advantage use and Employee Innovation Behavior,and to some extent enriches relevant local research results.In terms of practical value,on the one hand,the research results of this thesis also help organizations better understand the use of advantages,understand the impact path of employees’ work behavior,and thus better stimulate employees’ subjective initiative;On the other hand,it will help the organization to more comprehensively understand the driving path of employees’ development innovation behavior in employees’ individual innovation behavior,and help managers to have a targeted view and better stimulate employees to carry out corresponding innovation behavior. |
PDF Full Text Request