The Influence Of Donsizing Survivors’ Threat Opportunity Perception On Their Innovation Behaviors

The influence of downsizing is huge, including not only the laid-off employees. In fact, the influence on the layoff survivors is beyond our expections. The layoff survivors make what kind of reaction to layoffs and the organization how to relieve the survivors’ pressure of layoffs which has a great influence on the operation efficiency of the enterprises. Since in today’s society, innovation has increasingly become the motivation of social progress and the employee innovation behavior also has become the trump of enterprises, high-tech enterprises in particular, so that they can remain invincible in competitions. Therefore, on the basis of defining the layoff survivors, we will pay close attention to employee innovation behavior, especially the factors which affect it. This thesis intends to investigate the influence of downsizing on survivors from the perspective of employee creativity.Based on Threat Rigidity Theory, Social Exchange Theory and Oganazational Equity Theory, we put forward our theoretical framework whose core is the threat-opportunity perception as independent variable, the employee innovation behavior as the dependent variable and POS as the moderating variable. We have carried out researches on six innovative and high technology companies in Nanjing. We tested the proposed research hypotheses with open-ended questionnaire survey, descriptive statistical analysis, correlation analysis, regression analysis. The conclusions are as follows:1. The threat-opportunity perception is negatively correlated with employee innovation behavior. The more the survivors’ threat-opportunity perception towards to the threat, the less conducive to innovation; The more towards to the opportunity, the more conducive to innovation.2. The threat-opportunity perception is negatively correlated with various stages of employee innovation behavior. The threat-opportunity perception is negatively correlated with establishing problem; The threat-opportunity perception is negatively correlated with seeking support; The threat-opportunity perception is negatively correlated with creating innovation.3. POS and its two dimensions are positively correlated with employee innovation behavior. Work support is positively correlated with employee innovation behavior; Value recognition is positively correlated with employee innovation behavior.4. POS and its two dimensions have regulatory role in the relationship between the threat-opportunity perception and employee innovation behavior.Work support has regulatory role in the relationship between the threat-opportunity perception and employee innovation behavior; Value recognition has regulatory role in the relationship between the threat-opportunity perception and employee innovation behavior.Following the empirical results, this paper gives certain reasons to some hypothesis without supports, and we also put forward some suggestions to the pratical management after layoffs, and give the inadequacies of the study as well as the work for the next step.