The Reserach On Impact Path Of Innovation Behavior Of Librarians In Universities Based On Organizational Identification

Nowadays,with the rapid development of information and technology,people fr om all walks of life are seeking constant innovation.Libraries in universities also n eed continuous innovation to meet readers' evergrowing information requirements.Ithas been point out that the innovation of librarians is the core of the library innova tion,so that a series of researches have been done from the perspective of personal factor,leadership factor,organizational factor,job characteristics and the relationship of social network.Yet in the aspect of organizational factor,organizational identific ation is less explored.Organizational identification has much to do with one's senseof belonging,satisfaction,performance of organization,organizational citizenship be havior,and innovation behavior is just a kind of organizational citizenship behaviors.Therefore,this paper,from the point of organizational identification,aims to explor e every factor of the organizational identification's degree of influence on the innov ation behavior of librarians in universities as well as the impact path of librarians' i nnovation behavior.Based on the theories about organizational climate,organizational identificationand innovation behavior,together with experts interview,the study proposes measuring scales of organizational identification and librarian innovation behavior.It classifiesorganizational identification as organizational recognition,organizational commitment,leadership recognition and workmate relationship,dividing librarian innovation beha vior into 3 aspects including bringing about innovation ideas,pushing forward the ideas and carrying out innovation behaviors.Taking librarians in different universities as subjects,together with questionnaire and SPSS,AMOS software analysis,the pa per explores the impact path of factors that organizational identification has on the 1 ibrarians' innovation behavior.The findings are as follows:(1)Different age groups have difference in organizational identification,and the difference focuses on leadership recognition.On innovation behavior,there is a clear difference when bringing about new ideas and new methods.(2)Different education background doesn't have an obvious impact on organizat ional identification,but it is obviously different when producing new ideas,pushing forward new ideas and carrying out the behavior.(3)Those who have worked for less than 10 years have a better performance on organizational identification,especially excellent on leadership recognition.They a re better than those who have worked for 11-20 years on organizational recognition and workmate relationship,but there is not any obvious difference compared with th ose working for 20 years.On innovation behavior,those who have 11-20 year work experience are better than those who have more than 20 year work experience,and there in no clear difference compared with those who have less than 10 year work experience.(4)On organizational recognition,those who graduated from normal universities and medical colleges have a good performance on leadership recognition,the librari ans from universities of science and technology have a poor performance.On pushi ng forward innovation ideas,librarians from normal universities,comprehensive univ ersities,and medical colleges are better than those from university of finance and ec onomics.(5)On organizational identification,librarians at reference consultation departme nt have a poor performance.On organizational recognition,librarians neither from re ference consultation department nor technology department are as efficient as other departments.On leadership recognition,librarians' performance from reference consul tation department is even the worst.On innovation behavior,those from technology department have better performance than others,except have no obvious difference with office workers.(6)Only organizational commitment and workmate relationship have the notable path coefficient with librarians' innovation behavior,The path coefficient is 0.25and 0.41respectively.That means,workmate relationship has the greatest impact on inno vation behavior.Yet leadership recognition and organizational recognition have the n otable path coefficient with organizational commitment and workmate relationship,al though they don't directly affect staff innovation behavior,they can t be ignored as the same.Based on the analysis,together with the collection of the questionnaire,this pa per suggests college library should improve librarians' organizational identification bycreating its characteristics and core values;offering more care to the staff and incr easing more exchanges both within and without and so on to promote their innovati on behavior.