The Effect Of Perceived Organizational Support On The Innovation Behavior Of R&D Personnel

In today’s complex and volatile economic situation, enterprises want to get a seat in the fierce market competition, the need for innovation to maintain a high degree of attention. R&D personnel as an important knowledge and information owners in the organization, their innovative behavior has become the source of enhancing the innovation ability of enterprises and the guarantee of the enterprise’s innovation performance. These high degree and high knowledge of the R&D personnel in personality, behavior, there is a certain difference. How to give the appropriate incentives to stimulate their innovative behavior according to the differences of individual characteristics has become an urgent problem to be solved.Studies have shown that different incentive factors will cause employee preference differences. Incentive preference is based on the work motivation as the personality characteristic. Through the internal and external incentive factors, the individual is divided into two types:intrinsic motivation preference and entrinsic incentive preference. Different motivation preferences of employees perceive organizational support from the same, some employees are willing to work actively, while some employees feel powerless in the work. Incentive preference has a kind of impact on the individual, the existing research did not give a clear answer.This study analyzes the impact of organizational support on the innovation behavior of R&D personnel from the individual level. By introducing the concept of incentive preference, the study focus on analysis and verification of the moderating effects of incentive preference on organizational support and innovation behavior, and it expands the research field of organization support theory, incentive preference theory and innovation theory. Specific research ideas include:Firstly,by combing the relevant literature at home and abroad, find out the relationship between variables, and put forward the theoretical hypothesis model. Secondly, we use R&D personnel in enterprises of Anhui for research samples, and collect many first-hand data to verify the study hypotheses. Finally, test the hypothesis by empirical study. The following conclusions are drawn through the study:(1)Perceived organizational support has positive effect on innovative behavior of R&D personnel.(2)Employee motivational preference and it’s two dimensions have positive effect on innovative behavior of R&D personnel. Employees with high internal incentive preference will generate more innovative behavior, external incentive.(3)The motivational preference moderates the relationship between perceived organizational support and innovative behavior of R&D personnel. The external incentive preference positively moderates the relationship between perceived organizational support and innovative behavior of R&D personnel, and internal incentive preference does not have a regulating action.This study is divided into six parts:The first part is the introduction. It mainly includes the research background and research issues, research purpose and significance, research ideas and methods and possible innovations.The second part is the literature review. Mainly on the concept of perceived organizational support, motivation preference and R&D personnel innovation behavior, measurement and dimensions and the related research results review.The third part is the theoretical basis and research hypothesis. In the sense of organizational support, the relevant research results of the relationship between innovation behavior motivation preference and R&D personnel as the basis, put forward the research hypothesis and theoretical model.The fourth part is the research design. In the domestic and foreign mature scale on the basis of design for the China situational questionnaire, to carry out the investigation and study, revise and validity of incentive preference scale, prepare for further analysis.The fifth part is the empirical analysis. First, the collected data is processed and pretreatment. Then, descriptive statistics and correlation analysis of variables. After inspection of the perceived organizational support main effect on the innovation behavior of R&D personnel. Finally, verify the moderating effect of motivation preference support influence innovation behavior in the organization.The sixth part is the conclusion of the study, suggestions and research prospects. Through the empirical analysis, draw conclusions, and put forward management suggestions, summarize the possible limitations of this study and the outlook for the future.