| In recent years,China has continuously emphasized the importance of innovation in driving economic growth,encouraged everyone to participate in entrepreneurship and innovation,and created an extensive innovation culture.Only the fittest can survive,and innovation can develop.Innovation is very important to economic and social development,and it is the foundation of sustainable development of enterprises.Enterprises are the mainbody of innovation,employees can be regarded as the root of innovation.In addition,at the age of knowledge economy,team has become an important connection between organizations and individuals,it is not only the basic unit to implement organizational work tasks,but also the basic unit to transform individuals' innovation into products and service.Therefore,how to improve employees' and team innovation is an important issue of enterprises.At the same time,enterprises and their employees and teams are also facing a challenging situation,that is,the rapid renewal of science and technology,which leads more uncertainty.The uncertainty makes employees feel helpless and insecure as they lose potential job opportunities and their pay prospects deteriorate.In addition,enterprises and employees may also encounter unexpected events,such as the COVID-19 in 2020,which has severely affected global economy and raised the uncertainty in workplace.Among them,the enterprises in service industry are the most seriously affected by the epidemic.Therefore,will the innovation ability of employees in service industry be enhanced or weakened when they perceived job insecurity? How do employees innovate to cope with the changing external environment and fierce market competition? Besides,how do teams implement innovation? Moreover,how to set up an innovation team and carry out team innovation activities? All of these issues deserve the attention of entrepreneurs and managers.Combined with relevant theories,two studies are designed to answer these questions at the individual and team levels respectively.Study 1 is an individual-level study,it explores the impact of job insecurity on employees' innovative behavior.Based on cognitive appraisal theory and resource conservation theory,following the idea of “employee cognitive appraise-coping strategy selection-behavior results”,this study analyses the mechanism of individual cognitive differences in job insecurity on employees' choice of emotional labor strategies,and then emphatically analyses the different mediating effects of the surface acting and deep acting,and verifies the moderating effect of perceived organizational support.810 employee questionnaires of service industry are collected at two time points.Data analysis methods such as confirmatory factor analysis,descriptive statistical analysis,regression analysis,mediation effect analysis and moderated mediation effect analysis are used to verify hypotheses.The results show that:(1)job insecurity is negatively related to innovative behavior via surface acting,while it is positively related to innovative behavior via deep acting.(2)Among them,the mediating effect of deep acting is stronger.(3)Perceived organization support moderates the mediating effect of surface acting and deep acting between job insecurity and employees' innovative behavior.Study 2 is a team-level study,it explores the impact of job insecurity on team innovation.Based on team IPO theory and broaden-and-build theory of positive emotions,following the idea of “input-process-output”,this study introduces team reflexivity as mediator,and take team knowledge heterogeneity and team emotional climate as moderators,to explore the impact mechanism and boundary conditions of team level job insecurity on team innovation.A 3-wave,multisource,and time-lagged survey is conducted with 359 team members and their 81 supervisors.The results show that:(1)job insecurity is positive related to team innovation via team reflexivity.(2)team knowledge heterogeneity moderates the mediating effect of team reflexivity between job insecurity and team innovation.(3)team emotional climate moderates the mediating effect of team reflexivity between job insecurity and team innovation.To sum up,this dissertation focuses on the relationship between job insecurity and innovation,and constructs two complementary studies from different theoretical perspectives to deeply explore the impact mechanism of job insecurity on innovation.The possible innovations of this dissertation are as follows:First,this dissertation enriches the existing studies of job insecurity and innovation.The practical problems of job insecurity caused by the uncertain external environment is becoming more and more prominent,and the prior studies are discussed the impact of job insecurity on employees' psychology,work attitude and work behavior from a negative perspective.Besides,most of the prior studies regarded job insecurity as a hindrance stressor,and believed that job insecurity would reduce employees' sense of control,thus inhibit employees' thinking divergence and innovative behavior.However,the reality is that organizations are also in a changing environment,so it is hard to completely eliminate employees' job insecurity and provide an absolutely safe working condition for their employees.This dissertation reveals the positive relationship between job insecurity and employees' innovative behavior,and enriches the knowledge of the positive impact of job insecurity.Specifically,this dissertation verifies that job insecurity fosters innovative behavior via deep acting,and also verifies that job insecurity fosters team innovation via team reflexivity at team-level.It should be noted that this dissertation does not suggest that organizations promote innovation by increasing employees' job insecurity,but rather suggests how employees and teams proactively cope with job insecurity through innovation.Second,this dissertation provides valuable insights about how job insecurity affect innovation by drawing on different theoretical perspectives.Specifically,I integrated cognitive appraisal theory,resource conservation theory,team input-process-output theory and broaden-and-build theory of positive emotions to examine how job insecurity affect innovation in different levels.Besides,this dissertation conducted two complementary studies to investigate job insecurity – innovation theoretical linkage by employing a multi-level investigation.Two questions are attempted to be answered in this dissertation: “How does job insecurity affect individual and team innovation?” “Whether the impact mechanism of job insecurity on innovation is different at the individual level and team level?” The two questions are conducive to comprehensively outline the impact process of job insecurity on innovation,and enrich the understanding of job insecurity-innovation linkage.Third,this dissertation provides a more complete understanding of under which condition,the effects of job insecurity on innovation may be more accentuated or attenuated.In Study 1,it verifies the interactive effect of individual coping strategies(surface acting and deep acting)and organizational context(perceived organizational support)on employees' innovation behavior.The results show that,the negative indirect effects of job insecurity on innovation through surface acting is salient,and the positive indirect effects of job insecurity on innovation through deep acting is salient when teams with a higher level of percieved organizational support.In Study 2,it verifies the interactive effect of team composition(team knowledge heterogeneity)and perception of external environment(job insecurity)on team reflexivity.The result shows that the positive effects of job insecurity on team reflexivity is salient when teams with a higher level of team knowledge heterogeneity.Besides,this study also verifies the interactive effect of internal process(team reflexivity)and organizational context(team emotional climate)on team innovation.The result shows that the positive effects of team reflexivity on team innovation is salient when teams with a higher level of team emotional climate. |
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