Study On Job Insecurity,Change Leadership On Employees' Innovative Behaviors

Innovation is important for organizational survival,development and competition.As the main part of organization,employees' innovative behavior is an important source of organizational innovation and competitive advantage.The era of knowledge economy highlights the important role of employees' innovation to organizaitonal suvival and development.With the increasingly fierce market competition,organizations pay more attention to the cultivation of employees'innovative consciousness and the implementation of innovative behavior.How to motivate employees' innovative behaviors is an important topic in the academic circle and attracts consistent attention from business practitioners.By reviewing literatures,this paper found that:First,The antecedents of innovative behavior mainly include individual factors and situational factors.Specifically,the individual factors include personality traits,goal orientations,values,thinking styles and cognitive style,self-concepts and identity,knowledge and abilities,psychological states and motivation etc.Meanwhile,the situational factors mainly include task,team,organization and other social factors.Second,in the studies about mediating variables most scholars regard individual factors as mediating variables to discuss theinfluence mechanism in the formation process of innovative behavior.That is to say,through affecting the employees' attitude or psychological states,the situational factors impact the employee's behavior in the organization.Third,in the studies about moderating effect,most scholars mainly study the influence of the interaction of individual chatacteristics and contextual factors.Fourth,scholars of employees'innovative behavior mostly take the normal operation of an enterprise as the background,which is the routine of the working environment that the employees are familar with and have adapted to.But there are few studies that examine the formation mechanism of employee's behavior under special situations(such as organizaitonal change).Fifth,among the factors influencing the innovative behavior,factors about leadership remain to be added.According to the existing research this paper puts forward a research model based on the planned behavior theory,threat rigidity theory and social exchange theory,combined with management practice of logical inference.To be specific,in the process of organizaitonal change,job insecurity will affect the employee's affective commitment to change,and then the impact of innovative behavior of employee.Situational factors and supportive enviomment plays an important role in understanding the process of intention influencing behavior,therefore,we should not ignore the influence of situational facotrs on employee's innovative behavior.Based on this,this paper introduces the change leadership as another antecedent variable,to explore the positive impact of change leadership on the affective commitment to change and innovative behavior,and to further study the moderating effect of change leadership on job insecurity and affective commitment to change.At the same time,this paper defines the relevant variables and puts forward the hypotheses.This paper mainly uses questionnaire survey method to collect data,applys statistical analysis method to test hypotheses and reaches some important conclusions.First,the main effect test examinesthe impact of job insecurity and change leadership on innovative behavior.The results showed that job insecurity has a significant negative effect on employee's innovative behavior,change leadership has a significant positive effect on employee's innovative behavior.Second,mediating effect test analyzes the mediating effects of affective commitment to change on the main effect.The test results showed that affective commitmemt to change plays a mediating role between job insecurity,change leadership and employee's innovative behavior.Third,moderating effect test studies the moderating effect of change leadership on job insecurity and affective commitment to change.The test results showed that change leadership moderates the relationship between job insecurity and affective commitment to change,change leadership will reduce the negative effects of job insecurity to affective commitment to change.Under the specific situation(organizational change),this paper studies the effect of job insecurity on innovative behavior,and verifies the role of change leadership and affective commitment to change in the formation process of employee's innovative behavior.The paper expands the research on innovative behavior in theory,and tests the applicability of western change management theory to Chinese context.In practice,this paper provides the theoretical basis and management implications for managers to better promote the employees' innovative behaviors during the period of change.Finally,this study points out the limitations and future research directions.