Tolerance For Ambiguity And Employee Innovation Behavior

Innovation is the soul of the survival and development of the state and enterprises.Our government and enterprises have attached great importance to innovation.The state has actively formulated policies to encourage enterprises or individuals to innovate,providing them with many conveniences for developing new products and technologies.In the enterprise,the organization has also made a lot of measures to stimulate the employees' independent innovation behavior,but it seems that the effect is very little,and the desired effect is not achieved,and the enthusiasm of the staff is still not high.So why are employees reluctant to put their new ideas into use in the context of strong support and advocacy by the state and enterprises? How should the enterprise solve this problem? This is the cause of this study.The purpose of this study is to explore the effect of tolerance for ambiguity on employees' innovation behavior under the mediating role of feedback seeking.Through questionnaire investigation and data analysis,it provides management suggestions for enterprises to promote independent innovation of employees.This paper first summarizes the concepts of tolerance for ambiguity,feedback seeking and employee innovation behavior,and describes the current research status of scholars at home and abroad.Secondly,based on the existing theoretical review and the results of relevant scholars,the paper discusses the tolerance for ambiguity and employee innovation behavior under the mediate of feedback seeking.The questionnaire survey was used to investigate the employees in Jiangsu,Hebei,Henan and other areas,and 286 valid questionnaires were obtained.The 286 data were analyzed by SPSS20.0 and LISREL8.7 software,and the results were as follows: tolerance for ambiguity has a significant positive impact on employee innovation behavior;tolerance for ambiguity alone has a significant positive impact on feedback seeking;feedback seeking has a significant positive impact on employee innovation behavior,and feedback seeking has a partial mediator between employee innovation and fuzzy tolerance.From the theoretical and empirical point of view,the paper reveals the influence of the employee's tolerance for ambiguity on its innovation behavior,and gives some practical suggestions to the enterprises and employees.According to the research results,this paper proposes that in order to promote the innovation of organizations and employees,enterprises should select employees with a certain degree of fuzzy tolerance and create a workplace environment conducive to the feedback seeking of employees,and also point out the shortcomings and future prospects of this study.The main shortcomings of the research are as follows: first,because of the limited conditions,the scope of the sample is not wide enough to make the applicability of the conclusion further study.Second,the cross section data is used in this paper,which can not fully explain the causal relationship between the variables.Third,the study of innovative behavior from the perspective of individual personality is relatively narrow and lacks comprehensive research on cross level factors.In the future,we can expand the collection and research of vertical data,and also discuss the factors and mechanisms of employees' innovation behavior from many aspects,such as individuals,groups and leaders.