Research On The Relationship Between Organizational Culture, Work Values ??and Employee Innovation Behavior

With the development of economy, increasingly entrepreneurs have recognized the important influence of innovative ability on strengthen competitive advantage. Employees, as the main body of organizational innovation, their innovative behaviors are the foundation and resource of achieving organizational innovation. In recent years, employee innovative behavior has become one of the important research subjects of human resource management, organizational behavior and innovation management and has got abundant findings. Existing related studies have indicated that organizational culture is one of the most important antecedent variables of employee innovative behavior. While it also necessary to do further research on how do organizational culture affect employee innovative behavior.According to the theory of planned behavior, social culture can affect behavior by acting on actors'faith. So work value as employees'value judgment of work can influenced by organizational culture, thereby impact on employee innovative behavior. In addition, considering the reality that organizational culture, work value and employee innovative behavior belong to different level, a cross-level theoretical model which contains organizational culture, work value and employee innovative behavior is constructed in this study. Then, Data was collected from 24 organizations by issuing maturity questionnaires through online and offline methods and analyzed through SPSS 16.0, AMOS 17.0 and HLM7.0. On this basis, the following conclusions are drawn:Team-oriented, innovation-oriented and market-oriented are cross-level positively related to terminal work value, instrumental work value and employee innovative behavior; while hierarchy-oriented is cross-level negatively related to terminal work value, instrumental work value and employee innovative behavior; terminal work value and instrumental work value cross-level mediates among organizational culture and employee innovative behavior.Based on these conclusions, some recommendations are put forward. Firstly, managers can cultivate innovative organizational culture by building innovation consensus, providing innovation support and offering innovation inducement. Secondly, some systems like internal and external learning and sharing can be established to help improve improve employee innovative behavior. Thirdly, employee'work value should be guided and trained during the stage of staff introduction and development according to local conditions.