A Study On The Influence Of Employee Involvement On New Generation Employee' Innovative Behavior

Building an innovative country has become a strategic move for China's modernization drive.The enterprise is the main body of the national innovation system,and the innovation of the enterprise lies in its staff.The new generation employees have become the main force of the enterprise development with their excellent knowledge and skills and the ability to exploit and innovate.It is the key point for enterprises to focus on the development of employees' innovative talents.In addition,the new generation of employees grew up in the new era of rapid economic development.They pursue equality and democracy,prefer a relaxed working environment,hoping to have autonomy and decision-making power in their work.Employee involvement encourage employees to share information in the process of work,give their employees the right to work independently,and let employees participate in workplace decision-making and management on the basis of improving their skills,and give them corresponding recognition and rewards.The implementation of employee participation management can meet the unique needs of the new generation of employees,mobilize the enthusiasm of new generation of employees,and stimulate their innovative behavior.From the perspective of current research,quantitative research on the mechanism of employee participation in innovative behavior is still needed to be supplemented from different perspectives.Therefore,this paper,based on the unique personality characteristics and work values of the new generation employees,takes the new generation of employees as the research object,innovation self-efficacy as intermediary variables,and analyzes how employee involvement influences employee's innovation behavior and innovation self-efficacy.After this,this paper studies the mechanism of innovative self-efficacy between employee involvement and employee innovation behavior.Firstly,this paper reviews the previous research of new generation of employees,employee involvement,innovation self-efficacy and employee innovation behavior,and raises the research hypothesis and a theoretical model,and then through a questionnaire survey of 254 employees in many region to obtain empirical analysis data.SPSS19.0 are used to test the reliability and validity of the questionnaire,analyze the correlation and regression analysis among the variables,and then verify the hypothesis model.The hypotheses have been mainly confirmed,and the main conclusions are as follows:Employee involvement and its five dimensions--identity,empowerment,ability development,fair reward and information sharing,have a significant positive predictive effect on employees' innovative self-efficacy and innovative behavior.Creative selfefficacy has a significant positive impact on the employee's innovation behavior,that is,the higher the creative self-efficacy,the higher the level of employee innovation behavior.Through the regression model,it is found that creative self-efficacy plays a part of mediating role in the relationship between employee involvement and employee innovation behavior.In the five dimension,innovation self-efficacy plays a complete mediating role in the relationship between empowerment,fair pay dimension and employee's innovative behavior,and plays a partial intermediary role in identification,ability development and information sharing.Finally,according to the empirical results,this paper puts forward the targeted management countermeasures,and points out the limitations of the research and the prospect of the research.