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Organizational Innovation Climate, Knowledge Sharing and Employee’s Innovative Behaviors

Author: ZhaoZuo
Tutor: BaoGongMin
School: Zhejiang University
Course: Business management
Keywords: Organizational innovation atmosphere Knowledge sharing Employee innovation behavior Mediating effect
CLC: F272.92
Type: PhD thesis
Year: 2011
Downloads: 1547
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Important innovation for the survival of the organization, development, and is an important source of competitive advantage. Enterprise innovation based on employees' willingness to innovate, employees the innovation behavior organizational innovation microscopic carrier. In organizational behavior, about how to promote employee innovation behavior began to be concerned about. Employee innovation behavior is influenced by various factors, which, in addition to employees outside the individual characteristics of the atmosphere of organizational innovation are important factors that affect employee innovation behavior. A large number of studies have shown that organizational innovation climate has a significant predictor of employee innovation behavior. However, existing research seems to simply look for factors that predict employee innovation behavior, these factors affect the internal mechanism of the innovative behavior of employees is not enough to analyze. Explore structure factors for organizational innovation atmosphere is not enough, or that there is not a more unified conclusion. On the other hand, is increasingly becoming an important resource in today's knowledge economy and society, the organization of knowledge. Enterprise resource view theory, knowledge as the most important strategic resource. Thus, for the organization now, can effectively manage the knowledge resources of the organization to become one of the most important challenges. In this one, the knowledge sharing behavior between individuals and departments of the members of the organization is considered to be a very critical process. Only when individuals, groups of knowledge is transformed into organizational knowledge, organizations can effectively manage knowledge resources. The study showed that knowledge sharing will have a major impact on the organization's ability to innovate and organizational performance. Knowledge sharing among individuals and colonize the knowledge of the individual knowledge and organizational knowledge, which will contribute to organizational learning, so as to promote the organization's innovation. For example, the researchers found that the interaction between individuals with different knowledge to promote organizational innovation capacity can reach much higher than the individual; heterogeneity of knowledge through the transfer and integration of individuals can form a new level of knowledge, groups of knowledge; knowledge sharing among individuals contribute to individual and organizational learning, learning ability is the basis of the ability to innovate. , Knowledge sharing will promote the improvement of organizational performance, poor knowledge sharing will lead to the deterioration of the team and organizational performance. Employee innovation behavior for the better understanding of organizational innovation atmosphere between the introduction of knowledge sharing as a mediating variable. Verify this relationship between structural equation modeling and hierarchical regression analysis. This study shows that the relationship between organizational innovation atmosphere and employee innovation behavior, organizational support, leadership support, team support and work support will have a significant impact on employee innovation behavior. However, the of four organizational innovation atmosphere dimensions of employee innovation behavior is different. First, the dimension of organizational support for their innovative behavior has a direct impact on knowledge shared variables in an intermediary role between the two did not produce. Which, relative to the resources to support the concept of support for employee innovation behavior more pronounced. In other words, the resources to support just give some assurance of employee innovation behavior, but can really inspire employees innovative behavior is the recognition of the employees' organizational philosophy. Second, affect both the direct effect of the support of the leadership dimension of the innovative behavior of employees, there are also indirect effects. The two factors which, knowledge sharing knowledge contribution and knowledge absorption produces a partial mediating role. And in support of the leadership of the two factors play a significant role in the leadership of the degree of tolerance of failure. Again, the team support dimensions of employee innovation behavior is only an indirect role. In other words, the team to support variable through the the knowledge shared variables intermediary role to affect employee innovation behavior. Which, with respect to coordination and communication, and evaluation of the team for their innovative behavior more significant role. Finally, work support dimension will have an impact on employee innovation behavior, which, in part, the direct impact on another part of the absorption factors indirectly affect employee innovation behavior through knowledge. In this one, the work of autonomy with respect to the working pressure is more likely to produce a significant effect. The study also by independent samples T-test, analysis of variance and regression analysis to test the impact of some demographic variables on employee innovation behavior. The paper also summarized the deficiencies exist in the present study and put forward feasible suggestions for possible future research directions and improvements.

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