| Today,with the development of economic globalization,the business environment faced by enterprises is increasingly complex and changeable.The sustainable development of enterprises has also been faced with many severe challenges,which makes the demand and competition for talents more intense.Idiosyncratic deals,as an informal form of employment,can meet the individual needs of employees in the new era and help companies attract and retain talents.At the same time,innovation,as an important solution to challenges,is being mentioned and valued more and more.Then,it is worthy of this paper to study how employees will affect their psychological emotions after obtaining idiosyncratic deals and thus affect their innovative behavior.Based on Role Theory and Social Cognitive Theory,this study extensively reviewed domestic and foreign literature research and selected role stress as the mediator and organizational support as the moderator,to explore the impact mechanism of idiosyncratic deals on employee’s innovative behavior.The research theoretically expands the influence effect of different types of idiosyncratic deals and the mechanism of action on innovative behavior,and provides guidance and suggestions for enterprise human resource management in practice.First,this study reviewed and sorted out the domestic and foreign literature,and determineed the theoretical basis of the research.This research also clarified the concept definition and dimension measurement of relevant variables,and understood their influencing factors and effects.Then,according to the existing research results,nine research hypotheses and a theoretical model of this study were put forward and constructed.Secondly,based on the existing research results,this study selected the appropriate measurement tools,and then designed and distributed questionnaires.A total of 288 valid data were collected.The study used SPSS26.0 and Mplus8 software to process and analyze the data,and verified the validity of the data and the reliability of the model,and verified the research hypothesis by using the hierarchical regression method.Then,the data analysis results were discussed,and the following research conclusions were drawn: first,both the developmental idiosyncratic deals and the flexible idiosyncratic deals have a significant positive impact on employee’s innovative behavior,and the impact of the developmental idiosyncratic deals stronger.Second,both the developmental idiosyncratic deals and the flexible idiosyncratic deals have a significant negative impact on employee’s role stress.The flexible idiosyncratic deals has a stronger inhibitory effect on role stress than developmental idiosyncratic deals.Third,role stress not only has a significant negative impact on innovative behavior,but also plays a mediating role in the relationship between developmental idiosyncratic deals and flexible idiosyncratic deals and innovative behavior.Fourth,organizational support positively moderates the relationship between developmental idiosyncratic deals,flexible idiosyncratic deals and role stress.Finally,the research put forward the theoretical significance,practical significance and limitations,and put forward suggestions for future research. |
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