| Based mainlyon the Knowledge Innovation Behavior theory, this research applied literatures reading and analyzing, specical reviewing, questionnaires surveying, and made a spot check about 501 employees from some enterprises in the East part of China. Follow the research, we analyzed the demography discrepancy of employees'Knowledge Innovation Behavior, and probed into the relationship among the transformational leadship, psychological empowerment, organizational climate, and the Knowledge Innovation Behavior, as well as the demographic discrepancy of the Knowledge Innovation Behavior. Finally, we found the conclusions as follows:(1) Transformational leadership can predict the Knowledge Innovation Behavior significantly, and this prediction effect mainly comes from the Charismatic leadership, vision of incentives, and moral practice aspects.(2) Psychological Empowerment can predict the Knowledge Innovation Behavior significantly, and this prediction effect mainly comes from the meaning, self-efficacy, impact.(3) Transformational leadership can predict the Psychological Empowerment significantly, and this prediction effect mainly comes from the vision of incentives, Charismatic leadership, and moral practice aspects.(4) Organizational innovation climate can predict the Knowledge Innovation Behavior significantly, and this prediction effect mainly comes from the team support and organizational innovation encouraging.(5) Psychological Empowerment can partially mediate the relationship between the Transformational leadship and the Knowledge Innovation Behavior.(6) Organizational innovation climate adjusted the relationship between Psychological Empowerment and the employees'Knowledge Innovation Behaviors. (7) The employees'Knowledge Innovation Behaviors exist discrepancies on the aspects of age, gender, etc.At last, we discussed about the results on the base of related theories, analyzed the reasons for these phenomenons and pointed out the disadvantages and future research. |
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