A Study On The Relationship Of Psychological Empowerment,Psychological Contract,and Employees’ Innovative Behaviors

As the enterprises are faced with increasingly challenging and complex external markets and business environments,the customers are becoming more demanding toward the enterprises in terms of technology,products and services.This requires the enterprises to transform themselves and seek innovative breakthroughs.From the perspective of the internal environment of an enterprise,as the new generations such as those "post-80s" and "post-90s"gradually become the dominant generational force in the workplace,the enterprises must adapt to the new development trends,change old management thinking and modes,and turn themselves into a platform that is “empowering,symbiotic and collaborative".Only in this way can the enterprises fully stimulate the creativity of their employees,and effectively gain a comprehensive leading edge in technology,products,management and services.Therefore,it is of great significance to explore and study the generative logic,influencing factors and internal mechanism behind employees’ innovative behaviors in order to enhance employees’ innovative ability.This study focuses on the influence of psychological empowerment on employees’ innovative behaviors,and based on social exchange theory,fairness theory,organizational support theory and other related theories,it explores the mechanism of psychological empowerment and psychological contract on employees’ innovative behaviors,and studies the role that psychological contract and organizational support is playing in influencing employees’ innovative behaviors with a sense of empowerment.The study found that psychological empowerment has a significant positive effect on employees’ innovative behaviors,and psychological empowerment also has a significant positive effect on psychological contract;psychological contract plays a partial mediating role in the impact of psychological empowerment on employees’ innovative behaviors;and a sense of organizational support has a positive moderating effect on psychological empowerment’s influence on employees’ innovative behaviors.This provides a theoretical guidance for enterprises to increase their extent of management delegation,stabilize the psychological contractual relationship with their employees,and enhance their organizational support,and in the meanwhile enables the enterprises to continuously improve and optimize their management models,methods and measures,and stimulate their employees’ enthusiasm on "innovation,creativity,and reform" to boost enterprise innovation and development.