| The21st century is the era of service economy, service economy based on innovation as the core,while innovation is the enterprise survival and development of the internal driving force,it is the enterprise to achieve and maintain an important source of sustainable competitive advantage. Stimulate employees service innovative behavior to enable enterprise to find new profit growth point, which in the fierce market to gain competitive advantage.Therefore,to stimulate employees service innovative behavior is an important component of management of organization and employee relations,it is very important in theorists and practitioners.We based on previous research in this study,and use these perceive organizational support,perceive supervisor support,organizational identity and employees service innovative behavior as the theme,and discussion the two dimensions of perceive organizational support and perceive supervisor support to organizational identity and employees service innovative behavior the different influence, as well as the perceive organizational support and perceive supervisor support how through the organizational identity of this intermediary variable to impact employees service innovative behavior. Perceive organizational support and perceive supervisor support are employees psychological perception of support, this psychological perception can influence the organizational identity and employees service innovative behavior. However, perceive organizational support and perceive supervisor support as the employees psychological perception of support,for the organizations,which kind of perception make employees more satisfied,more loyal,willing to show more service innovative behavior, enabling better organizational performance, it is the management research community does not solve the question.To better understand the perceive organizational support and perceive supervisor support is very important with employees.Reveal inherent nature of their impact on organizational performance,to better guide the organization’s practice,we will be introduction perceive organizational support and perceive supervisor support in the same model, on the one hand, there are more complete portrait the reaction of the employees to the psychological of the environmental assessment, finally,the general mentality which transformation employees behavior; On the other hand, there are describes based on the employee in different environments of psychological perception, the change of the organizational identity and employees service innovative behavior. And through the environmental assessment-emotional response-should act as the main line of research skillfully integrate, with the main line can be expected of the conclusion of this study, but also reveal the inherent mechanism of evolution of employees service innovative behavior.In this paper, we utilization literature analysis, depth interview as well as questionnaire survey method. First, we are reviewing the perceive organizational support, perceive supervisor support, organizational identity and employees service innovative behavior; Secondly, we are depth interviewing the employees of financial sector; Third, on the basis of the literature review and interviews, summarize and analysis the scope of perceive organizational support, perceive supervisor support, organizational identity and employees service innovative behavior; Fourth, there preparation questionnaire of a structured of perceive organizational support, perceive supervisor support, organizational identity and employees service innovative behavior, We investigated the financial industry employees including Sichuan, Chongqing, Guizhou, Jiangsu, and Shanghai; Fifth, the application of confirmatory factor analysis to test the reliability and validity of measurement tools, Finally, the use of SPSS15.0and AMOS7.0statistical software, there were verified perceive organizational support and perceive supervisor support influence employees service innovative behavior by regression analysis,and intermediary role of organizational identification between perceive organizational support,perceive supervisor support and employees service innovative behavior.The results show that:first,the two dimensions of perceive organizational support,affective support,tools of organizational support to organizational identification and employees service innovative behavior has a positive predictor. Second, the two dimensions of perceive supervisor support, affective support and tools of supervisor support’s positive predictor same as perceive organizational support. Third, the perceive organizational support and perceive supervisor support to promote of each other. Fourth, the perceive organizational support is more than perceive supervisor support easy to arouse organizational identification of employees; Fifth, perceive supervisor support being more likely than perceive organizational support to stimulated employees service innovative behavior. Sixth,the organization recognized between the perceive organizational support, perceive supervisor support and employees service innovative behavior being a part of the intermediary role. Conclusion of the study revealed the process of the psychological of employees service innovative behavior,But also answered which psychological perception is more important of the organizational identification and employees service innovative behavior. This study not only give a certain reference value and significance to Chinese managers in the financial services industry to inspire employees service innovative behavior and organizational identification, but also has important theoretical value. In economies transition, how can we use organizational support and supervisor support to encourage employees service innovative behavior provide theoretical support and practical countermeasures.The innovation of this study is mainly reflected in the following three aspects.This paper build perceive organizational support, organizational identity and employees service innovative behavior model of the mechanism, also build perceive supervisor support, organizational identity and employees service innovative behavior model of the mechanism, enrich and improve employees service innovative behavior research field.employees service innovative behavior is very important to service innovative research, For now, the research of employees service innovative behavior is still in the exploratory stage, the model of research is enriching and improving the theory of employee service innovation behavior.In this study, we from staff-level cognitive and emotional responses of psychological to explore employees service innovative behavior formation mechanism. In the past, the research of innovative often from manufacturing of technological innovation to service innovation,it is ignore the essential characteristics of service, and often stay at the organizational level, not in-depth analysis of the microscopic mechanism of service innovation. In this study, we suggests that perceive organizational support and perceive supervisor support is staff perceive of support at work, cognitive and emotional responses to the main line, to perceive organizational support and perceive supervisor support as a starting, then system reveals the organizational identification and employee service innovation behavior of the internal mechanism of the formation. We direct comparison the impact of perceive organizational support and perceive supervisor support to organizational identification and employee services innovative behavior, and first comparative analysis of perceive organizational support and perceive supervisor support in a same model, Solve the influence of these two perceptions to organizational identity and employee services innovative behavior.In the study,we first use organizational identification as intermediary variables between perceive organizational support, perceive supervisor support and employees service innovative behavior, Overseas,the existing study from the organizational strategy, organizational structure and other aspects to research innovative behavior of antecedent variables,However,there are lack of research between perceive organizational support, perceive supervisor support, organizational identification and employee service innovation behavior.In this study, we social exchange theory as the theoretical foundation, In this study, we use social exchange theory as the theoretical foundation, there are research of China’s financial services sector employee reaction of the perceive organizational support, perceive supervisor support, and produce service innovative behavior mechanism, then use of Chinese experience in financial services data to verify these assumptions, enriched the theory of service innovation. |
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