Study On The Relationship Between Ambidextrous Learning And Employee Innovation Performance In Knowledge-based Enterprise

Under the background of our country's vigorous promotion of innovationdriven development strategy,as the basic component of the country's social economy,enterprises must shoulder the heavy responsibility of “innovation and development”.Knowledge-based enterprises take knowledge as the core resource,aim at providing high value-added knowledge products and knowledge services and take knowledge innovation as the driving force of development.These characteristics determine that knowledge-based enterprises will play an important role in the process of national innovation development.Employees are the main part of the company,and the enterprise's overall innovation performance needs to be composed of the general employees' individual innovation performance.Knowledge is the basis and the source of innovation.The premise of continuous innovation is to continuously improve their knowledge system through learning so that we can integrate various knowledge.In order to better improve the innovation performance of employees in knowledge-based enterprises through learning,this paper analyzed the employee innovation performance from the perspective of ambidextrous learning,and tried to explore the role of perceived organizational support in their relationship.This paper focused on how companies improve their employees' innovation performance from ambidextrous learning and perceived organizational support.Based on social exchange theory and organizational support theory and from the point of view of knowledge-based enterprise employees in which conditions can present their best innovative performance levels,this study constructed a model focusing on the effects of ambidextrous learning on employee innovation performance.This study analyzed the relationship between ambidextrous learning and employee innovation performance.Ambidextrous learning was divided into three dimensions including exploratory learning,exploitative learning and the cooperation of the two.At the same time,the study introduced perceived organizational support as mediator.The data used in this paper came from a questionnaire research,which collected 381 valid data.And then I tested the reliability,validity and common method biases to make sure of the effectiveness of the data.Finally,the study hypotheses of this paper were verified by using correlation analysis and hierarchical regression analysis.The results of the empirical research showed that there was a significant positive relationship between ambidextrous learning and its three dimensions and the employee innovation performance.Among them,the exploitative learning had the greatest significant positive influence on exploitative learning.At the same time,perceived organizational support played a regulatory role,and it enhanced the positive influence the ambidextrous learning had on employee innovation performance.Based on the results of this research,in view of the knowledge-based enterprise problem that how to promote the employee innovation performance effectively,this paper provided some reasonable advice for the enterprise human resources management practice.In order to motivate employees to develop their highest level of innovation performance,enterprise managers can vigorously carry out ambidextrous learning activities,guide employees to correctly view ambidextrous learning,give more autonomy to employees' work and provide employees with emotional and instrumental support as much as possible.