Study On The Relationship Of Organizational Innovation Climate And Employee Innovation Behavior

In the background of the knowledge economy of 21st century, the rapid development of globalization, informatization and digitization makes the living and competition environment of enterprises more and more complicated. In the historical procedure of comprehensive deep reform of our country, what is the motivation of enterprises facing the slowdown of economic growth and transformation of economic structure to keep developing? What is the core competitive advantage? The 18th National Party Congress clearly stated that scientific innovation is the strategic force to increase the social productivity and comprehensive national strength, it must be located in the core position of the development of our country. We can see that, the source of competitive advantage of enterprises has turned for tangible assets such as land and funds into intangible assets including technology, knowledge and innovations."You and your colleges must value staff as the most important resources and continuously stimulate creative thoughts so that enterprises can truly increase the productivity." As the important carrier of creativity and innovation, the individual staff are not only organization cost but also are strategic resources mastering innovative thoughts and skills. Innovation will be the strategic issue that enterprises should pay attention to continuously. How to build the organization innovation climate and develop the creativity of staff, what is the process between these two factors? How to form innovative behaviors with innovative thoughts, these are all issues to be solved for enterprises.Organization innovation climate is an important situational factor which is the objective reflection of the degree to which the enterprises support innovative conception and behavior. Empirical study has proved that organization innovation climate plays an important role in employee innovation behavior. However, there are limitations about the process between them. This study applies social cognitive theory, social exchange theory and organizational support theory, introduces variables such as perceived organizational support, intrinsic motivation and work involved, follows the study logic of "environment-cognition-motivation-behavior", studies and analyzes the interaction process of organization innovation climate and employee innovation behavior.On the basis of literature review and related theory, this study put forward 5 theoretical assumptions,and constructed Structural Equation Model. We used SPSS to conduct descriptive statistic analysis and Structural Equation Model (SEM) to analyze the contribution path and examine the model assumptions.The results of the study are as follow. First, organizational innovation climate and itfour dimensions have a remarkable effect on employee innovation behavior. And organizational conflict and employee innovation behavior have the relationship of inverted u-shape.Second, organization innovation climate has remarkable significance on perceived innovation support.Third, perceived innovation support has positive effect on employee innovation behavior.Fourth, Intrinsic motivation plays an intermediary role in the interaction of perceived innovation support and employee innovation behavior.Fifth, work involvement plays an intermediary role in the interaction of perceived innovation support and employee innovation behavior.Finally, this study gave a summary of the creative point, shortcomings, limitations and future research directions.