Research On The Effect Mechanism Of Subjective Norms On Employee Innovation Behavior Based On The Impression Management Motivation

The market environment is changing all the time.If a company wants to get long-term development,it will only keep its core competitiveness at all times.For enterprises,the key to maintain core competitiveness lies in innovation.The foundation of organizational innovation is the innovation of individual employees,and the individual is the supporter and practitioner of organizational innovation.Therefore,employee innovation is crucial to the development of the enterprise.How to effectively promote the innovation of employees has become a hot issue in the theoretical and practical fields.In recent years,the research achievements on individual innovation are very fruitful,and the motivation perspective is concerned by the researchers.The internal motivation(i.e.interest)can stimulate employee's innovation behavior view has been well-known scholars;for rewards,promotion and other material rewards external motivation on innovation behavior although there are great differences,but recent research also shows that the external motivation can through innovative behavior and synergistic effect and then to stimulate internal motivation individual.The social psychological atmosphere also has some influence on individual innovation.Therefore,it is difficult to explore the influence mechanism and action process from the perspective of organizational behavior from the perspective of individual innovation motivation and behavior.Therefore,it is necessary to explore the new field of view to explore the influencing factors and the mechanism of the individual innovation behavior.Man is one of the members of a complex and orderly society.Everyone plays a role in the large group of society.The potential impression left by his image has an important influence on his own behavioral response.People tend to get better impression from others' minds and get better evaluations and better treatment from others,so they tend to perform their actions in a way that can give others a specific impression.Therefore,impression management motivation,that is,individual expectation can be viewed positively by others in any situation of the organization,avoiding the psychological inclination of negative attitude,and has become an important driving force for the behavior of individuals.Research shows that impression management motive has gradually attracted the attention of scholars,and has been widely used in the field of organization management,and related studies confirmed the effects of impression management motivation to employee behavior can not be ignored,based on previous research,the impression management motive can stimulate more than 30 kinds of behavior,but the research is focused on the influence of organizational citizenship behavior,voice behavior and feedback seeking behavior of these three kinds of positive behavior.Creative behavior also belongs to positive behavior.Does impression management motivation also have an impact on employee innovation behavior?Combined with China's cultural background and strategic policy,first of all,Chinese traditional culture pays more attention to social harmony and solidarity and harmony with people,and attaches importance to subordinates' obedience to the authority of leaders.Therefore,employees in organizations often hope to meet their expectations.Secondly,in recent years,especially after the nineteen big ones,promoting innovation is once again mentioned by the state as a strategic level.This will inevitably lead to top-down policy implementation innovation in all walks of life,and organizations have high hopes for their employees to engage in innovative activities.To sum up,under the cultural background of China,exploring individual innovation from the perspective of impression management motivation is of great significance for both theoretical and practical sessions.Therefore,this study is based on the theory of impression management to explore the intermediary role between the subjective norms and the employee's innovative behavior.At the same time,this paper takes self-construal as an adjustment variable to explore the influence of the interaction between the self-regulation and the subjective norms on the employee's innovation behavior.The conclusions not only enrich the existing theory of employee innovation,but also provide management advice on how to promote the innovation of employees.The main contents of this paper are as follows:First introduces the research background,and research methods,research purpose and significance of the study gives a brief explanation;then the impression management motive,subjective norms,self-construal and innovation behavior of the concept,dimensions and measurement and related research are summarized and concluded,according to the relevant theory and reasoning,hypothesis and theoretical model this study.Then,a questionnaire survey was conducted on the executives and employees of 20 enterprises and institutions in Beijing,Tianjin and Shanghai,including the research universities,research institutes,design institutes,hitech,software development industries.654 valid samples were finally obtained.Thirdly,the statistical data analysis software(SPSS19.0 and LISREL8.7)is used to analyze the samples and verify the hypotheses proposed in this study.The results show that:(1)the mandatory norms influence innovative implementation of the concept,demonstrative norms influence innovative idea generation and execution;(2)model specification by impression management motive influence innovation implementation and innovation concept,and impression management motive in an order of normative and innovative ideas and innovative ideas are not executed play the intermediary role;(3)in the model specification under the situation of self-construal process plays a regulatory role in the formation of impression management motive,in the context of mandatory norm regulating effect is not significant.Finally,according to the research conclusion,it provides management strategies for managers in the organization to promote employee innovation,and summarizes the shortcomings of this research,so that subsequent research can make up for and improve this research.