Research On The Influence Of Job Resources On Creative Territory Behavior Of Chinese New Generation Knowledge Employees

The new generation of knowledge-based employees has strong ability of knowledge application and innovation,and they gradually transform from employees to creators,and their creative ideas have become an important tool for the survival and development of enterprises.However,compared with the older generation,employees of the new generation pay more attention to protecting their own resources,especially the territorial awareness of creative resources closely related to their core competitiveness.The creative territorial behavior of employees is not conducive to the improvement of corporate innovation performance.Therefore,how to realize the sharing of creative resources is the bottleneck problem facing enterprises at present,and the exploration of the antecedents of creative territory behavior is very scarce.According to the resource conservation theory,individuals with more resources are more likely to look for opportunities,take risks,and invest resources in order to obtain more resources.Conversely,individuals who lack resources are more likely to hide their creative resources in order to avoid the continuous loss of their own resources.As a key resource to stimulate employees’ creativity,the mechanism of work resources on employees’ creative territory behavior is still unclear.According to the perspective of social exchange theory,the paper introduces the sense of organizational support and expected reciprocity as intermediary variables and constructs a chain intermediary model of work resources acting on creative territorial behavior through the sense of organizational support and expected reciprocity,so as to explore the impact mechanism between work resources and the creative territorial behavior of Chinese new generation knowledgeable employees.A total of 317 valid questionnaires were collected for post-90 s employees of high-tech enterprises,SPSS,AMOS and FSQCA software were used for analysis.The results show that:(1)work resources have a negative impact on the creative territory behavior of the new generation of knowledge workers.(2)The relationship between organizational support and expected reciprocity plays a partial mediation role in the negative impact of job resources on creative territorial behavior.(3)The relationship between organizational support and expected reciprocity plays a chain mediating role in the negative impact of work resources on creative territory behavior.(4)The conclusion of FSQCA draws two types of antecedent configurations that stimulate employee creativity sharing,including resource-oriented(mode 1)with high job resources as the core and responsibility-oriented(mode 2)centered on high positions.Mode 1 further confirms the above point of view,and mode 2 shows that in the context of lack of work resources,the sense of responsibility in high positions can also alleviate employees’ protection and defense of creative resources.Future research suggestions are as follows :(1)From the perspective of social exchange,this study focuses on the objective factors that affect employees’ creative territory behavior,and the quality of social exchange will also vary due to different employees’ own personality traits.In addition,other factors at the individual level may also affect their creative territory behavior.Subsequent research can independently explore the individual-level reasons for the creative territory behavior of the new generation of knowledge workers as the subject of innovation or consider their interaction with object factors.(2)Based on the theory of organizational support,this study explores the impact of work resources given to subordinates by superiors on their creative territorial behavior.However,the reasons for employees’ creative territory behavior may be multi-layered.Therefore,follow-up research can build a multi-level model to comprehensively examine the impact of multi-level interactions such as individuals,groups and organizations on creative territory behavior.Through cross-level research,we can comprehensively outline the influence mechanism of creative territorial behavior.(3)This study explores the fact that employees have a sense of organizational support and reciprocity when they obtain certain work resources,and promotes their willingness to share ideas,but does not further examine the trade-off between the creative cost and resource benefits of the new generation of employees.Different levels of work resources may have different effects on creative territory behavior.When the benefits of work resources fail to meet the expectations of employees,employees may still establish their own territories.Future research can further explore from the perspective of dynamic games to promote the continuous benign exchange between employees’ creativity and organizational resources.