Study On Perceived Organizational Support For Synergy Affect Employee Synergy Innovative Behavior

Collaborative innovation is an effective model that promoting innovators to break barriers and realize deep cooperation; it may achieve effective integration between innovation resources and elements, and improve the impetus of innovation ability and efficiency significantly; it is also an important way to carry out the innovation of science & technology. With the accelerating of integration process of global economy, it is difficult for the enterprise that lacks cooperation innovation to survival in the tide of globalization. Companies are more aware of the significance of employee’s unity cooperation innovation. In recent years, especially, most provinces of our country set up collaborative innovation research center, and collaborative innovation become a hot term among scholars. They focus on the synergy mechanism among collaborative innovation research center, enterprise, government, universities and R&D organization. Collaborative innovation development mode plays a fundamental role to elevate enterprise innovation ability and achieve transformation and upgrade of industrial. And company is the main practitioner of collaborative innovation.In macro level, collaborative innovation occurs between enterprise and university, research institution; in micro level, synergy innovation is characterized by inner-enterprise employee synergy innovative behavior. Employee synergy innovative behavior is an important resource of enterprise to improve innovation capability. A lot of theoretical research and empirical studies show that employee’s innovation behavior plays an important role to the innovation and effectiveness of organization, and it’s also the key element to win the competitive advantage. Based on perceived organizational support(POS) theory and social exchange theory, this paper extends the concept of perceived organizational support for synergy, employee synergy innovative behavior and synergy self-efficacy; this study also builds the theoretical model to explain the impact of perceived organizational support for synergy on synergy self-efficiency and the impact of positive effect on employee synergy innovative behavior under the perspective of collaborative innovation. We test the hypotheses through structural equation modeling(SEM) and hierarchical regression analysis based on tests of common method variance and reliability and validity of the questionnaire by using data from a sample of 214 employees from 8 companies.The results show that: in Chinese context, perceived organizational support for synergy significantly positive effects on employee synergy innovative behaviors.Its dimensional all have positive effect on employee synergy innovative behaviors, and especially, the coworker synergy support owns the strongest predictive power. Synergy self-efficacy significantly has positive effects on employee synergy innovative behaviors and plays partial mediating role between perceived organizational support for synergy and employee synergy innovative behaviors.These conclusions reveal the internal mechanism of affecting employ synergy innovative behavior. Based on these results, we put forward some suggestions: Foster a collaborative innovation culture atmosphere across the organization; increase employee’s satisfaction and trust of the organization; promote the employee’s self-confidence of using their abilities to perform the task cooperative with others; build a long-term mechanism of synergy innovation. In order to provide some useful reference in cultural dimension and institutional aspect for company to take measures.