Study On The Relationship Between Organizational Commitment,Individual Ambidexterity And Innovation Performance Of Knowledge-based Employees

In the current complex global landscape,technological innovation has become the source of an organization’s lasting competitive advantage,and “innovation-driven development” has become an inevitable strategic choice for an organization.Almost all organizations face a severe test: the paradox of choice between innovating change to meet changing needs and improving efficiency to withstand fierce competition.Most of the previous studies on ambidextrous theory focus on enterprise organizations,and find that organizations achieve ambidextrous balance through structure,leadership,and context.In fact,more and more studies on ambiguity point out that the realization of ambidexterity at the organizational level largely depends on the micro-foundation at the individual level,which requires most knowledge workers in the enterprise to have Janus The contradictory thinking and practical ability of the individual,the ambidextrous balance of the individual has a crucial impact on its own innovation performance and the organization’s competitive advantage and development ability.Taking knowledge workers as the research object,this paper puts forward the initial proposition of the internal correlation among knowledge employees’ organizational commitment,individual ambiguity,transactive memory system and individual innovation performance through a combination of exploratory case analysis and empirical testing;Based on the theoretical basis of organizational behavior,social cognition,innovation management,etc.,based on the theoretical discussion of the antecedents and consequences of the individual ambidexterity of knowledge workers,the relationship between related variables is explored,and the organizational commitment of knowledge workers is constructed.A theoretical model with antecedent variables,individual ambidextrous activities as independent variables,employee innovation performance as the outcome variable,and the employee’s team transactive memory system as the moderator variable.Data collection and comprehensive use of statistical analysis methods to empirically test the relationship between the above variables.The research results show that ideal commitment can improve the innovation performance of knowledge workers by promoting exploratory and utilization activities at the same time,while emotional commitment,economic commitment and opportunity commitment can only improve employee innovation performance by promoting utilization activities of knowledge employees.The imbalance of meta-activity will inhibit the improvement of employees’ innovation performance,and the team interaction memory system negatively regulates the above inhibition to a certain extent.