A Study On The Improvement Mechanism Of Organizational Innovation Performance From The Perspective Of Inclusive Management

With the increasingly open and dynamic business environment,the market competition situation of enterprises is gradually changing from the competition of labor and resources to the competition of technology and talent,innovation quickly becomes the decisive factor to seize the commanding heights of scientific competition and release the new vitality of talent competition.Research pointed out that the knowledge-based,skilled and innovative talent team is an indispensable intellectual support in the development process of organizational innovation,but with the increasing diversity of internal members,employees' demands for autonomy and differentiation of work are becoming stronger and stronger.To sum up,the complexity of external environment and internal employees drives enterprises to turn to "high-quality" development,from "strict" management to "inclusive" management,from "passive" innovation to "active" innovation.In this context,the enterprise should constantly attach importance to the connotation of innovation and inclusive development,create an inclusive innovation atmosphere within the organization,constantly enhance the innovation ability of employees,maximize the innovation process of the enterprise,and achieve the enterprise strategic goal of double improvement of innovation quality and efficiency.As an important index to evaluate the level and effect of organizational innovation,innovation performance directly affects the passion,motivation and confidence of organizational innovation and the formation of the atmosphere of organizational innovation.Therefore,it can be seen that improving organizational innovation performance has become the core issue of common concern of modern enterprises,and it is particularly important to explore its influencing mechanism.At present,many researchers have explored the influencing factors of organizational innovation performance.Some researches focus on the influence of individual members' behaviors in organizational innovation,such as the innovation behaviors of internal employees and the leadership behaviors of senior executives.Some studies focus on the impact of external environment,such as equity protection,corporate social capital,etc.Some studies focus on the situational factors within the organization,such as interpersonal situation,organizational structure situation and other factors.However,throughout the existing studies,most of them are based on the individual or situational level and regard it as a single factor to study the impact mechanism of organizational innovation performance,and there are few empirical studies that combine individual factors with situational factors to explore the impact of organizational innovation performance.As a result,this study attempts to use inclusive talent development model as a breakthrough point,use organizational innovation performance as the goal,introduce job crafting as a mediator variable,perceived insider status as a moderator variable,to build a comprehensive theoretical model,explore and reveal the correlation between variables,in order to propose management advice.This study mainly includes the following four aspects: first,review and sort out the connotation,measurement and related research of variables,and other relevant studies;second,construct a theoretical model by deriving the theoretical relationship;third,make empirical analysis of the above hypothesis and theoretical model,obtain the empirical results.The results show that: inclusive talent development model has a significant positive impact on organizational innovation performance;job crafting plays an intermediary role in the relationship between inclusive talent development model and organizational innovation performance,and perceived insider status plays a moderating role.Finally,on the basis of summarizing the research conclusions of this paper,this paper puts forward a scientific and reasonable management mechanism to promote the high-quality development of enterprises and improve the performance of organizational innovation,and puts forward the future research prospects in view of the deficiencies in the research.