Motivation And Competent Staff To Support Research Interaction Innovation

Innovation is the best opportunity for enterprises to deal with competition and challenges. The flat market and technology homogenization drive enterprises to shift the focus of competition from a simple technical innovation to a highly diversified service innovation. The existing innovative research, however, mainly emphasized on manufacturing enterprises, which lacked attention on the service industry. The innovation of the service industry emphasized full participation of employees. Employees are the main part of innovation and micro-foundation. Effectively stimulating the innovative behavior of employees is the key to successful innovation. In this paper, we take bank employees as the object to conduct empirical research, considering the particularity of service innovation.Based on the social cognitive theory, this article focuses on the personal factor and the influence of environment as well, discussing the influence of how work motivation, supervisor support and employee self-efficacy affect the employees’innovative behavior. The conclusions are:the leader’s support will directly affect the innovative behavior of employees, while employees’ perceived self-efficacy has an indirect effect. Furthermore, work motivation plays a direct role in employees’ innovation. Moreover, work motivation also has the indirect influence on employees’ innovation through their perceived self-efficacy. Meanwhile, it is found that leader’s support and work motivation will have interaction with each other, affecting the employees’ innovative behavior by employees’ perceived self-efficacy.Specific performances are as follows:employees’ internal motivation, together with supervisor relations support has a positive interaction on employees’ innovative behavior. Employees’ internal motivation with supervisor competent task support has a negative interaction on employees’ innovative behavior. Employees’ external motivation with the competent task support and relationship support has a significant positive interaction on the employees’ innovation behavior. At the same time, these interactions affect self-efficacy as an intermediary role in the innovation behavior idea of runtime. According to the research, this article further gives targeted recommendations for management.