Job Autonomy And Employees’ Innovative Behaviors

From the macro perspective,innovation is an important factor to promote the development of the times and technological change,and is an indispensable booster to achieve development.From the micro perspective,the result of being stuck in one’s own way is to be gradually abandoned by the times.In order to achieve sustainable development,all countries,enterprises and individuals need to integrate reality,look forward to the future and take timely innovation.The specific innovation results at the national technology level can be seen from the enterprise innovation results.The innovation at the individual level is also concentrated in the enterprise innovation results.Therefore,it is very important to encourage enterprise to innovate.Enterprise is a group composed of individuals,and the specific ideas of innovation are put forward by the employees,the implementation of innovation is completed by the employees,and the results of innovation also need feedback and correction from the employees.It can be seen that innovation ultimately needs to be implemented to employees,and encouraging employees to innovate has become a worthy topic.At present,although the research on employees’ innovative behavior has received extensive attention,most of the relevant research focuses on personal factors,leaders and other aspects,and the impact of job characteristics on its impact and impact mechanism has not been comprehensively and in-depth discussed.Based on the omissions of the existing research,this study puts forward the research questions,namely,whether it can effectively promote employees’ innovative behavior through the work characteristics of work autonomy,and how this mechanism works.Work autonomy is the discretion given to employees by the organization.While giving employees the right to make decisions,work autonomy can also stimulate employees’ enthusiasm and vitality,love for work and a sense of belonging to the organization.In order to verify this conjecture,this study is based on the Chinese situation,and based on the theories of self-decision theory,the social embedding model of thriving at work,AMO theory,and the dynamic composition model of innovation,constructs and verifies the theoretical model of the impact mechanism of job autonomy on employee innovation behavior with thriving at work as the mediator and craftsman spirit as the moderator.In this study,the receipts were collected by questionnaire,and the data were analyzed by spss24.0 and Amos 24.0 to verify the hypothesis.The results show that:(1)job autonomy positively affects employees’ innovative behaviors;(2)work thriving plays a partly mediating role between job autonomy and employees’ innovative behaviors;(3)craftsman spirits play a positive moderating role between job autonomy and employees’ innovative behaviors.On the basis of the theoretical conclusion,combined with the characteristics of modern enterprises,this paper further puts forward specific management suggestions.It is expected to provide some reference for enterprise management practice and help enterprises achieve innovative development.