The Relationship Between Career Calling Andinnovation Performance: A Dual Regulated Mediation Model

Innovation performance is the focus of organizational research.Employee innovation performance is the foundation of organizational innovation and is of great significance for organizational innovation.At the same time,career calling is another hot topic of recent research.It has been proved a wide positive impact on employees and organizations.It is necessary to conduct an in-depth study on the effect variables of career calling.Studies have shown that career calling has a positive impact on general work performance.but the study of career calling to innovation performance as an independent factor research is relatively fewer,and the mechanism of career calling on innovation performance as well as its effect condition are still unclear.Based on the selfdetermination theory and the theory of creative interaction,this study constructs a dual-regulatory mediation model to test the autonomous motivation’s mediation between career calling and innovation performance,as well as the regulatory effect of the organizational culture type and prototype problem solving ability(PPS-M)in the management fields on the above mediation path.Based on all above inference,the following research was carried out:Research 1 first explores the relationship between career calling and innovation performance,and examines whether there is a mediating role of autonomous motivation between career calling and innovation performance.A total of 210 employees were surveyed to obtain demographic information such as gender,age,education,and position.Relevant variables were measured using Brief Calling Scale,Motivation at Work Scale,and Employee Innovation Performance Measurement Scale.The results show that career calling is significantly positively correlated with innovation performance,and autonomous motivation plays a mediating role in the impact of career calling on innovation performance.Based on above study of an mediation model,and the theory of creativity interaction,PPS-M and organizational culture types were introduced as the regulatory variables to verify the mediating effect while examining the dual regulation of PPS-M and organizational culture in Research 2.A total of 303 employees of various organizations were surveyed to obtain demographic information such as gender,age,and education.The variables were measured using the China Calling ScaleEmployee Edition,Motivation at Work Scale,Employee Innovation Performance Measurement Scale,Prototype Problem Solving Test in Management fields,and Organizational Culture Assessment Instrument.The research results show that the prototype problem solving ability(PPSM)in the management fields has a regulatory effect on the second half of the mediation path.When the PPS-M is high,the autonomous motivation promotes the innovation performance more.The culture type plays a dual regulated role in the regulation effect of PPS-M.Specifically,under the flexible and novel organizational culture,individuals with higher PPS-M have stronger autonomous motivation’s promotion on innovation performance,but individuals with lower PPS-M have no significant promotion effect;Under the stable and conservative organizational culture,regardless of PPS-M is high or low,autonomous motivations promote the innovation performance,and there is no significant difference between the two promotion effects.