The Effect Of Job Insecurity On Employees' Innovative Behavior

In the era of knowledge economy,technological innovation plays a crucial role in the survival and development of enterprises.Moreover,enterprises also need more innovation to cope with the competitive threat and survival pressure brought about by economic globalization.So,how to stimulate employee innovation is the core topic which is the focus of the theory and practice.Different from the previous studies on the impact of "hard environment" on employee innovation behavior,this article starts from the "soft environment" of job insecurity and probes into the academic issues of the following three relationships:(1)does job insecurity affects employee innovation?(2)how does job insecurity affect employee innovation behavior?(3)under what circumstances is job insecurity more likely to affect employee innovation behavior? The answers to these questions not only help the literature to further understand the motivation and mechanism of employees' innovative behavior,but also have important implications for the practice community to promote employee innovation.After a fairly comprehensive finishing of the previous literature,this paper constructs a mediated mediation model that takes the sense of job security as explanatory variable,knowledge sharing as mediating variable,organizational identity as regulatory variable,and employee innovation as explanatory variable.Based on the data of 187 valid questionnaires,the following findings are obtained:(1)job insecurity has a significant negative predictive effect on employee innovation behavior;(2)the tacit knowledge sharing plays a partial intermediary role in the relationship between job insecurity and employee innovative behavior,and tacit knowledge sharing mediation role in organizational identification are more likely to occur in low employee;however,explicit knowledge sharing mediations are not significant;(3)organizational identification regulates the relationship between job insecurity and knowledge sharing,and the higher the organizational identity,the weaker the negative impact of job insecurity on knowledge sharing.The practical enlightenment of this article are as follows:(1)Enterprises should match the appropriate "soft environment" to reduce employee's job insecurity,slow its concern for the future work,to make them more willing to share knowledge,thus promote the innovation of the enterprise employee behavior,improve enterprise in the fierce market competition ultimately the chances of survival;(2)this study shows that knowledge sharing promotes innovation behavior of employees.In the current situation of innovation and development as the driving force,innovation plays an important role in the survival and development of enterprises.Therefore,enterprises should take corresponding measures to promote or encourage employees' knowledge sharing,and then help enterprises to acquire and maintain competitive advantages.(3)the organization should also raise employees' sense of identity with the organization from time to time by introducing competition mechanisms such as competition,elimination and lay-offs.Organizational identity allows employees to view themselves and their organization as a community of Shared future.The organization recognizes that high employees are more willing to take appropriate actions in the way that the organization expects.