Research On The Influence Mechanism Of Employees’ Job Well-being On Innovation Performance

The development of enterprises has become more challenging in today’s era.In the past,the mode of imitating and introducing other enterprises has become impossible.Innovation is the key to ensure the survival and development of modern enterprises.Innovation level is a key indicator to measure the prospects of an enterprise,and it mainly depends on the level of employees’ innovation performance.The realization of innovation performance is an important way for enterprises to gain competitive advantage.Previous studies have pointed out that employees’ positive work cognition and emotional experience at work are their internal motivation for innovation.Therefore,this paper builds a relationship model between job well-being,organizational commitment and innovation performance by systematically reviewing relevant literature,based on the Two Factor Incentive Theory,Social Exchange Theory and Trait Activation Theory,with organizational commitment and job autonomy as intermediary variables and regulatory variables,Explore new ways to improve enterprise innovation performance.The 350 employees of high-tech enterprises were investigated as research samples,and the 342 valid questionnaires collected were analyzed by descriptive statistical analysis,homologous error analysis,correlation analysis,and multiple regression analysis using data analysis software such as SPSS 26.0,AMOS 26.0,and PROCESS plug-in,which verified the hypotheses and models proposed in the study,The results showed that:(1)there was a significant positive correlation between job well-being and innovation performance;(2)Organizational commitment and its three dimensions(emotional commitment,sustained commitment and normative commitment)play a partial intermediary role between job well-being and innovation performance;(3)Job autonomy plays a negative moderating role between job well-being and innovation performance.The above research conclusions provide a new direction for enterprises to improve job well-being,organizational commitment and employee innovation performance,enrich the relevant research on psychological factors of job well-being,and have theoretical significance for future relevant research.According to the analysis conclusion,the research offers proposasl from the perspectives of enterprises,which has certain practical guiding significance for improving the innovation performance of enterprises,and also has a positive role in improving the core competitiveness of enterprises.