It Enterprise R&d Staff Relations Research Achievement Motivation And Innovation Performance

R&D personnel as the most solid foundation of IT companies are their new force to realize innovation. Thus, the innovative performance study on how to encourage R&D personnel has received considerable attention. For achievement motivation to explore the role of innovative performance mechanism aims to improve the solution of how to improve the innovative performance. Achievement motivation as a major social motivation is an internal thrust to promote the individual to achieve their goals, which affects the potential and level of effort of the R&D personnel, because it is bound directly or indirectly to affect innovative performance. Innovative performance as the most direct indicators to measure innovation and development of R&D personnel of IT companies and their own, it not only needs individual achievement motivation, also needs support and assistance from the organization. Perceived organizational support plays a promoting role between individual achievement motivation and innovative performance. In addition, compared with R&D personnel in other fields, due to their specificity of R&D activities, they need to work with full autonomy on their own work, and arrangement in order to ensure their innovative activities to obtain innovative performance. Consequently, job autonomy undertakes the transfer function between achievement motivation and innovative performance.In this study, based on combing existing references in terms of achievement motivation, perceived organizational support, job autonomy and innovative performance, we construct a model of the relationship between achievement motivation and innovative performance, and introduce job autonomy as mediating variables to explore the transmission mechanism between achievement motivation and innovative performance, and to explore the regulatory role of perceived organizational support between achievement motivation and innovative performance.This study adopts SPSS16.0to analyze the survey data, supports the hypothesis, revises the relational model and draws the appropriate conclusions:(1) achievement motivation and innovative performance have a significant positive correlation, in which the motive of success and innovative performance have a significant positive effect, the motive of avoiding and innovative performance have a significant positive effect;(2) perceived organizational support has partially moderating effects between achievement motivation and innovative performance;(3) job autonomy plays the partially mediated role between achievement motivation and innovative performance. Finally, on this basis we put forward reasonable recommendations to improve innovative performance.