Research On Driving Mechanism Of Cross-border Behavior Of Innovative Employees Based On FsQCA

In the context of continuous economic transformation and innovation-oriented era,it is difficult for enterprises to survive and develop only by relying on internal resources and knowledge.Cross-border activities have become the general trend of enterprises today.Cross-border behavior is to maintain internal contact with the outside world and carry out frequent interactions,persuade key related parties to provide necessary support for corporate activities,and broaden information collection channels,which can effectively promote the continuous creation of employees to improve corporate innovation performance and growth capabilities.As the mainstay of an enterprise,innovative employees directly affect their core competence.Therefore,how to effectively promote innovative employees to conduct cross-border behaviors is increasingly concerned by corporate managers,and has also become the research focus of academia.Looking at the research of domestic and foreign scholars,compared with the vigorous development of cross-border behavior results research,its antecedent research is relatively weak,and many scholars called on the academic community to shift the focus from the back to the front.Aiming at the vacancy here,this study selects enterprise innovative employees as the research object,studies the configuration effects of multiple driving factors on innovative employees’ cross-border behavior,explores its driving mechanism,and improves the knowledge system of cross-border behavior.Based on the basic framework of "situation-cognition-behavior",this research first selects six driving factors of active personality,role pressure,cross-border effectiveness,organizational commitment,leadership creativity expectations and group power distance to build an innovative employee Boundary-driven model.Through screening questionnaires,278 samples were obtained,and fs QCA was used to analyze the driving factors and multiple paths of innovative employees’ cross-border behavior from the perspective of the interaction of individual factorsand situational factors.The study found that:(1)Active personality,role pressure,cross-border effectiveness,organizational commitment,leadership creativity expectations and group power distance are the driving factors of innovative employees’ cross-border behavior,and there is a multiple concurrent cause and effect relationship.(2)Active personality is a necessary condition for influencing innovative employees’ high cross-border behavior,and other factors exert configuration effects through permutation and combination.(3)The driving mechanism of innovative employees’ high cross-border behavior has 6 paths,which are summarized and integrated into three types: pressure-driven,leader-following,and contract-driven,which reveals that the different configurations of the six driving factors can produce equivalent effects Drive path.(4)The driving mechanism of innovative employees’ non-high cross-border behavior has three paths,which are divided into three types:relationship hindering type,emotional hindering type and leadership hindering type,and there is an asymmetric causal relationship with the driving path of high cross-border behavior.The results of this study break the limitations of traditional qualitative and quantitative research,enrich the application of fuzzy set qualitative comparative analysis methods in the field of organizational behavior,help to expand the integration perspective of individual and situation matching,and help enterprises to effectively promote innovative employees.Boundary behavior provides valuable management inspiration.