Research On The Mechanism Of How Person-organization Fit Affects Ambidextrous Innovation

As an important driving engine in the important period of convergence with the development of human society,"innovation" has become the main grasp to adapt to the new round of scientific and technological revolution and industrial change.It is no exaggeration to say that innovation is the soul of national progress and the key to determine the overall competitiveness of the country.Individual innovation can drive the innovation of a group and stimulate the innovation of an organization.Compared with any previous era,today's China is in an unprecedented urgent need to implement the concept of innovation and development and the strategy of innovation-driven development in all walks of life.In the 1970s,management researchers found that enterprises often faced a dilemma during a specific period of seeking survival and development.Benner&Tushman(2003)put forward a new concept based on the research of Arch(1991).This concept is dual innovation,which means two kinds of innovation activities.A state of conflict and coexistence.How to coordinate the strategic coexistence of the two forms of innovation is the research purpose of the dual innovation theory.The proposition of dualistic theory brings a new height to the development of innovation and opens a new chapter of innovation research in academic circles.After reading a lot of literature,the author finds that most of the research on dual innovation focuses on the perspective of organizational structure,while only the perspective of behavior emphasizes the individual's dual innovation behavior in its perspective,which is a supplement to the perspective of structure and an extension of the concept of dual innovation.This study will discuss from the perspective of individual innovation behavior.The introduction of the two-way perspective of organization and individual matching is an extension of the perspective of dual innovation research.At the same time,scholars at home and abroad mainly study technological innovation and organizational innovation from a macro perspective.In contrast,few people have conducted in-depth research in this field from the perspective of psychology and behaviour.This research is based on motivation theory,which has a significant impact on individual innovation behavior.Therefore,this paper will introduce motivation as a mediator between individual-organization matching and dual innovation.In short,this paper takes the intrinsic and extrinsic motivation as an entry point to study and discuss how the person-organization fit affects ambidextrous innovation.On the basis of reading a large amount of literature,conducting questionnaire surveys and making data analyses,this research is expected to achieve the following 3 research objectives,which are also the innovation of this paper.First of all,this research enriches the existing studies on the relationship between the person-organization fit and ambidextrous innovation.In this paper,attempts are made to answer the following 2 questions.How does the motivation theory play a role in the impact of the person-organization fit on innovation,and whether the mediating role of the intrinsic motivation in the impact of the person-organization fit on innovation is positively related to the mediating role of the extrinsic motivation?Secondly,an analysis is made on the mediating role of intrinsic and extrinsic motivation in the relationship between the person-organization fit and ambidextrous innovation.This research hopes to propose a solution concerning whether intrinsic and extrinsic motivation can regulate the relationship between the person-organization fit and innovation.Thirdly,attempts are made to figure out the relationship of intrinsic and extrinsic motivation with the person-organization fit and 3 types of person-organization fit.The relationship between intrinsic motivation and innovation or fit is the focus of many scholars.However,in an innovative way,in-depth research is made on the relationships between 3 different types of fit and 2 motivation types including intrinsic and extrinsic motivation,in this paper.Results of this research show that they have significantly positive correlations.Therefore,this paper attempts to fill in gaps in theory,on the basis of figuring out the relationships of intrinsic and extrinsic motivation with the person-organization fit and 3 types of person-organization fitEmpirical research is made on 3 issues,to draw the following conclusions.First of all,the consistency of values can simulate the generation and implementation of ambidextrous innovation in an all-around way through intrinsic and extrinsic motivation.According to the results of this research,the person-organizational value fit has a significantly direct positive correlation with intrinsic motivation and extrinsic motivation;intrinsic motivation and extrinsic motivation also have a significantly direct positive correlation with ambidextrous innovation;person-organizational value fit,intrinsic and extrinsic motivation and ambidextrous innovation have quite close and direct correlations.Secondly,when the person-organization demand and supply well fit,intrinsic motivation should be taken as the focus of improving innovation.According to the model results,the mediating effect of extrinsic motivation on the relationship between person-organization fit is not significant,and the effect of extrinsic motivation on ambidextrous innovation is relatively weak.Results of empirical research show that intrinsic motivation has a significantly mediating effect on the relationship between the person-organization fit and ambidextrous innovation,and can better simulate the generation and implementation of ambidextrous innovation.Thirdly,the person-organization fit can not only directly and positively affect the generation of ambidextrous innovation,but also simulate the implementation of ambidextrous innovation indirectly through intrinsic and extrinsic motivation.This research proves that the person-organization fit has a positive impact on ambidextrous innovation,which further corroborates the relationship Kristof(1996)'s argument that the person-organization fit produce a significant impact on job performance,and on this basis,proves the idea of Cable and De Rue(2002)that the degree of fit has correlations with job performance.Therefore,it can be concluded that the person-organization fit produces a direct impact on the job performance;and the higher the degree of fit is,the more motivated individuals would be to generate a steady flow of intrinsic motivation;the person-organization fit produces some positive impacts on extrinsic motivation.Lastly,compared with extrinsic motivation,intrinsic motivation can better simulate the generation and implementation of ambidextrous innovation.To make research more comprehensive and scientific,fit factors of 3 aspects including the value,demand-supply and requirement-ability are introduced to empirical research of this paper.Results of analyses show that compared with extrinsic motivation,intrinsic motivation can more effectively simulate the generation and implementation of ambidextrous innovation,thereby further supporting the conclusion of this paper.