The Influence Of Incentive Pay On Proactive Innovation Behavior Of R&D Employees

With the development of information technology and the expansion of economic globalization,enterprises have paid more and more attention to the elements of innovation and human resources.Researchers are the focus of the company’s attention.Researchers have a faster grasp of new knowledge and skills,and are more proficient,which is an important part of the competitiveness of enterprises.With the development of science and technology,they pay more attention to their own creativity and innovation achievements.The success of innovative behavior not only means the improvement of individual performance,but also an important measure of whether their own value is reflected.When there is low-quality passive innovation in their work,the innovation enthusiasm will have an impact,which will lead to a decline in performance and a vicious circle.Personal errors will lead to a decline in the innovation of the enterprise and even affect the normal operation of the enterprise.Therefore,for the scientific and technological innovation enterprises,they are very concerned about the active innovation behavior of employees,and the influencing factors of the active innovation behavior of the scientific research personnel are the focus of the organization.Existing research suggests that numerous external rewards have an impact on employee innovation behavior,including compensation,benefits,or other factors.Employee innovation behavior directly determines its innovation performance,and employee performance is closely related to compensation.Incentive compensation is a widely used concept,and its impact on the initiative innovation behavior of researchers has yet to be determined.Therefore,this study takes incentive pay as the independent variable,and the scientific research personnel take the proactive innovation behavior as the dependent variable,explore the relationship between the two,and select the innovation intention as the intermediary variable,and the organizational creative climate as the adjustment variable.This study first reviews and combs the research variables,and then constructs a theoretical model between incentive pay,innovation intention,organizational creative climate,and proactive innovation behavior of researchers,and proposes corresponding hypotheses.Based on the questionnaire,a questionnaire was prepared.Descriptive statistics and analysis of variance were performed based on 387 valid questionnaires collected from multiple locations in China to determine whether the sample structure was reasonable and whether there were significant differences in the four variables between the demographic variables.Then the validity of the questionnaire design and the accuracy of the questionnaire content are verified by reliability and validity analysis.A significant relationship between the four variables was then tested by correlation analysis.Then through regression analysis,the relationship between incentive pay and proactive innovation behavior of researchers is proved,and it is tested whether the will of innovation plays a mediating role between incentive compensation and active innovation behavior.Finally,regression analysis is used to verify whether the organizational innovation climate plays a regulatory role between incentive pay and proactive innovation behavior.After the research,it is found that incentive compensation is significantly positively correlated with the proactive innovation behavior of scientific researchers;incentive pay has a positive effect on employees’ willingness to innovate;innovation will help to stimulate scientific researchers to actively innovate;innovation will be in incentive pay and researchers The proactive innovation behavior plays a part in mediating role;the three dimensions of organizational creative climate:colleague support,supervisor support and organizational support have positive adjustment effects on the relationship between incentive pay and the initiative innovation behavior of scientific researchers.Based on the above research,this paper finds that scientific and technological innovation organizations can stimulate the initiative innovation of researchers from the perspectives of establishing a reasonable salary system,improving employees’ willingness to innovate,providing appropriate organizational support,strengthening internal communication among employees,and communication between superiors and lowers.behavior.At the same time,it also points out the inadequacies of the research and puts forward the research direction in the later stage.