An Research On The Effect Of Employees Ambidexterity Learning On Innovative Behavior In The Innovative Enterprise

With the economic development into the new normal, knowledge has become the most significant core resource in the organization. The accumulation of knowledge in organizations is attached to the existence of human. In the complex and changeable environment where is filled with all kinds of knowledge and information, the most critical path to improve the dynamic capabilities of organizations is learning. Peter Senge, a famous management scientist, has emphasized the importance of building a learning organization in the book "fifth disciplines", and has suggested learning can be the guarantee of improving the ability of individuals and the overall competitiveness of the organization, especially in innovative enterprises. As a carrier of knowledge, the employee can learn to realize knowledge acquisition and accumulation. With the increasing amount of knowledge,employees can improve their own comprehensive quality and increase the Core Competence of the whole organization. Therefore, motivate employees active learning has important significance for organization in dealing with the changes outsides and enhancing competition power.At present, China is in an important stage of economic transformation, how to achieve the "innovation, development" has become an important issue in the field of theoretical research and enterprise practice. American economics Joseph Schumpeter has stressed that "innovation is the essence of economic development". The key to innovation is the creative combination of different knowledge. While the creative integration of knowledge comes from learning, learning is an important force in the individual innovative behavior. Review previous research findings, individual learning behavior has been divided into two ways:exploratory learning and exploitative learning, which are jointly known as ambidexterity learning, and has become a research hotspot. However, most empirical studies are concentrated on the organizational learning and organizational innovation, less on individual level, and there are much rare empirical studies from two different ways of learning to examine how individual learning influence the innovative behavior.This article attempts research how ambidexterity learning influence innovative behavior. In addition, The theory of planned behavior (TPB) has been proved to be effective in explaining the mechanism of individual behavior. Therefore, this paper tries to use innovative intention as the mediator variables which representative employee attitude and use job autonomy as a moderator variable which presents individual perception of control to examine the mediation role in the relationship between individual ambidexterity learning and innovative behavior and the moderation role adjusting the innovative intention’s influence on innovative behavior. The results of this paper may have a certain role in expanding the application of TPB in the field of innovative behavior.This study consists of six parts:The first part is the introduction. It mainly introduces the research background and research issues, research purpose and significance, the ideas and methods of research and possible innovation points.The second part is literature review. It mainly reviews concept, measurement and related research results of the ambidexterity learning and innovative intention, job autonomy and employee innovative behavior of the review.The third part is the theoretical basis and research hypothesis. Based on the conclusion of the relationship between the ambidexterity learning and innovative intention, job autonomy and employee innovative behavior and proposed hypothesis and theoretical model.The fourth part is the research design. Use the mature scale which has been proved to be credible both in the domestic and overseas, so that design a scientific and reasonable questionnaire and investigation, preparing for the next step empirical analysis.The fifth part is the empirical analysis. First of all, sort and preprocess the collected data. Secondly, have the analysis of descriptive statistics and correlation of variables, then, analyze the main effect of ambidexterity learning on the employee innovative behavior. Finally, examine the mediation of innovative intention between ambidexterity learning and innovative behavior as well as the moderation effect of job autonomy in the process of ambidexterity learning and innovative behavior.The sixth part is the conclusion suggestions and prospects of the study. In this part, draw conclusions through the empirical analysis, and put forward suggestions. Finally points out the limitations of this research and the possible direction in future research.The main conclusions of this paper are as follows:1.In employees’individual ambidexterity learning,both exploratory learning and exploitative learning can significantly stimulate their innovative behavior. On the one hand, exploratory learning focus on new knowledge and always contact new knowledge, which may improve the ability in creative combination of different knowledge. On the other hand, exploitative learning focus on existing knowledge, regarding these as an opportunity to innovate, but its extend is weaker than exploratory learning.2.The individual’s innovative intention plays a partial intermediary role in the relationship between ambidexterity learning and innovative behavior. In the process of ambidexterity learning motivate innovative behavior, it is part of the reason that ambidexterity learning can improve the individual’s innovative intention, and inevitably lead to more innovative behavior.3.The employee’s job autonomy can adjust the mediation effect of innovative intention between the ambidexterity learning behavior and innovative behavior. Employees with job autonomy can improve the perception of self decision, it can motivate the internal motivation, which is innovative intention, and stimulate more innovative behavior..According to the conclusions we suggest that the organization should encourage employees to engage in more learning behavior and through these ways to improve the organizational innovative level and the core competitive advantage. In these two learning behaviors, organization can focus more on the exploratory learning. Secondly, When organization encourage employees to engage in different learning behavior, they should pay more attention to innovative intention in order to make employees improve their internal motivation in the process of learning new thing, strengthen their innovative intention and eventually stimulates their innovative behavior. Finally, organizations should authorize job autonomy to employees and improve their sense of self decision in order to enhancing the mediating effect of innovative intention.