Research On The Mechanism Of Psychological Empowerment Of R&D Staff On Innovation Performance

Innovation is the primary driving force for national development and the core competitiveness of enterprises.Effectively improving the innovation performance of enterprises is an important way to improve the core competitiveness of enterprises.The realization of team and organizational innovation performance comes from individual innovation,and the improvement of enterprise innovation performance depends on the R&D staff of the enterprise,so it is of great significance to study the ways to improve the innovation performance of the R&D staff to improve the core competitiveness of the enterprise.At present,human resource management departments of enterprises mainly start from the social exchange theory and mobilize the work enthusiasm of R&D staff from the perspective of meeting the needs of employees,so as to improve the innovation performance of R&D staff,which ignores the important impact of employees internal positive psychology on their work behavior.Positive psychology advocates stimulating the internal positive psychology of employees and improving their enthusiasm in work.Based on this,this research applies the psychological empowerment theory to study the behavior of employees at work,and studies the mechanism of psychological empowerment of R&D staff on innovation performance.Since 2000,foreign scholars have carried out theoretical and empirical research on psychological empowerment from many aspects.However,psychological empowerment is mainly considered as the mediating variable between the factors such as leadership behavior or high performance work system and organizational performance.Relatively few researches on the influence mechanism of psychological empowerment mainly analyze the single positive influence of psychological empowerment on attitude or behavior.Domestic scholars' research on psychological empowerment is still relatively weak,especially in the context of Chinese culture,the research on psychological empowerment of employees in specific fields is even weaker,which has great development space.Therefore,this study is of great significance to study the mechanism of R&D staff psychological empowerment on innovation performance from two aspects:the influence of R&D staff psychological empowerment on positive and negative behaviors.This study combining the theory of self-determination with the theory of interactive decision,the knowledge of management with the knowledge of psychology,the integrated use of literature research,questionnaire method and statistical analysis method,with Stata14.0 statistical software and structural equation model as a data analysis tool,466 R&D staff of the 18 companies in Shanghai,Shenzhen,Shenyang and other cities in China as the research sample,research on the mechanism of R&D staff psychological empowerment on innovation performance.From the positive and negative behaviors of R&D staff in the workplace and organizational context,the mediating effects of engagement and employee silence on the influence of R&D staff psychological empowerment on innovation performance and the moderating effects of power distance are explored.The research hypothesis and theoretical model are verified,which makes up for the deficiency of the existing research.The specific process of the research is as follows:First,by combing and reviewing the literature,the deficiencies of the existing researches on psychological empowerment,engagement,employee silence,power distance and innovation performance were found.Then,based on the previous researches,the structure and framework of this research were constructed and the research hypothesis was proposed.Second,on the basis of drawing lessons from the mature scale at home and abroad,the scale is revised to form a scale suitable for researchers in the Chinese context.Third,a large sample questionnaire survey was conducted,and the statistical software Stata14.0 was used for empirical test of the recovered questionnaire.Finally,the empirical results are discussed,the main conclusions of this study are drawn,and practical suggestions for enterprise management are put forward.Through empirical analysis,the following conclusions are drawn:(1)R&D staff psychological empowerment promotes innovation performance;(2)the promotion effect of R&D staff psychological empowerment on innovation performance can be realized by improving R&D staff engagement and inhibiting R&D staff silence;(3)the influence of psychological empowerment on innovation performance is limited by the power distance;(4)the moderating effect of power distance on the relationship between R&D staff psychological empowerment and innovation performance is also realized by affecting engagement and employee silence,which is a moderated double mediating effect.The main contribution of this research:(1)the self-determination theory and the interactive decision theory is introduced into R&D staff psychological empowerment,engagement,employee silence,power distance and innovation performance research,It has enriched the theoretical basis of the mechanism of R&D staff psychological empowerment on innovation performance and provided a new theoretical framework and support for the following research;(2)a complete research framework on the mechanism of psychological empowerment on innovation performance was constructed by using the moderated double-mediation theoretical model.It verifies the double mediating effect of engagement and employee silence,and the moderating effect of power distance in the influence of R&D staff psychological empowerment on innovation performance;(3)it provides a new research context for the research on the mechanism of psychological empowerment.Most of the studies on psychological empowerment in existing literatures are in the context of western culture,and the research on the mediating effect of psychological empowerment is relatively less.Under the background of Chinese culture,the research on the mechanism of psychological empowerment of employees in specific fields on innovation performance provides a new context for the research on the mechanism of psychological empowerment on innovation performance.This study effectively reveals the mechanism of R&D staff psychological empowerment on innovation performance,constructs the research framework of R&D staff psychological empowerment,engagement,employee silence,power distance and innovation performance,and provides theoretical support for the research on the relationship between variables.The empirical conclusion suggests that enterprise managers should formulate effective human resource management strategies for the R&D staff psychological empowerment,so as to improve the engagement,reduce the silence of employees and ultimately improve the innovation performance.The research conclusion has important theoretical and practical significance.