组织创新氛围对员工突破式创新的影响

以突破式创新解决关键技术“卡脖子”问题，是应对世界百年未有之大变局的重要战略路径。在此背景下，国家进行了一系列创新政策布局，而企业作为国家创新体系的重要主体，承担着细分领域的突破式创新任务，这就对任务最终落实者——员工的突破式创新水平提出了更高要求。对此，聚焦员工突破式创新前因，基于自我决定理论，揭示组织创新氛围这一柔性管理因素如何通过提升员工和谐型创新激情激活突破式创新；同时，阐释员工不确定性规避在组织创新氛围影响员工和谐型创新激情过程中的调节作用。基于172份员工调研数据，采用结构方程模型和Bootstrap法进行实证检验。研究发现：第一，组织创新氛围对员工和谐型创新激情具有显著正向影响；第二，员工和谐型创新激情对突破式创新具有显著正向影响;第三，员工和谐型创新激情在组织创新氛围与突破式创新之间发挥显著中介作用；第四，员工不确定性规避在组织创新氛围与和谐型创新激情之间起显著负向调节作用。

Research on the Impact Mechanism of Organizational Innovative Climate on Employee Radical Innovation

In March 2021, Chinese President Xi Jinping published an important article titled "Endeavoring to Become the World's Major Science Center and Innovation Heights" on Qiushi Magazine, emphasizing that "scientific and technological innovation has never had such a profound impact on China's future and people's well-being as it does today. We must firmly grasp this critical juncture in history and fundamentally improve China's scientific and technological innovation capacity". Correspondingly, the nation has carried out a series of innovation policies. Besides, as an important subject of the national innovation system, enterprises undertake the task of fundamental innovation, which puts forward higher radical innovation requirements for employees responsible for implementing this task. However, the theoretical researches on the antecedent mechanism of employee-level radical innovation is still in its infancy. Meanwhile, previous researches on the antecedents of employee's radical innovation mainly focus on the products of rigid organizational design such as work characteristics and organizational management practices. Therefore, it is urgent to expand the current theoretical reference frame to guide the management practice of employee radical innovation. With the advent of the era of knowledge economy, more and more enterprises emphasize flexible management and situational guidance. Inspired by this, the research mainly studies the influence of the flexible element—organizational innovative climate in the process of activating employees' radical innovation by introducing harmonious innovation passion as a mediator, and uncertainty avoidance as a moderator in order to comprehensively construct the internal mechanism and boundary conditions of the influence of organizational innovative climate on employees' radical innovation under the guidance of self-determination theory.#br#To test the theoretical model, we entrusted several human resource managers in enterprises as the key contact person, and collected the questionnaires from more than 300 full-time employees ranging from junior employees to senior executives of enterprises in many industries such as service industry, construction industry, manufacturing industry, Internet industry and so on. These enterprises are located in Liaoning, Jilin, Shanghai, Henan and other provinces in China. After matching the three-wave data, 172 valid questionnaires were obtained for hypothesis testing. Based on above survey data, structural equation model, Bootstrap and other methods were utilized to test the hypotheses. The results are as follows. Firstly, organizational innovative climate has a significant positive impact on employees' harmonious innovation passion. Secondly, the harmonious innovation passion of employees has a significant positive impact on their radical innovation. Thirdly, the harmonious innovation passion of employees plays a significant mediating role between organizational innovative climate and radical innovation. Finally, employee uncertainty avoidance has a significant negative moderating effect on the relationship between organizational innovative climate and harmonious innovation passion.#br#Different from previous researches, this study reveals the internal mechanism of the influence of organizational innovative climate on employees' radical innovation from the perspective of passion, extends the antecedents of employees' radical innovation to flexible management factors. Meanwhile, focusing on the characteristic of employees' uncertainty avoidance, we interpret its restriction effect on the positive effect of organizational innovative climate on harmonious innovation passion, which enriches the boundary conditions for the effectiveness of organizational innovative climate. The conclusions of this research have the following management enlightenments. Firstly, from the perspective of building a flexible management atmosphere, this research provides a new idea for organizations to manage employees' radical innovation. For example, while creating a relaxed, free and inclusive innovation atmosphere, organization should encourage mutual support and cooperation among employees and encourage employees to make communication and exploration on creative ideas, and it is also necessary for leaders to tolerate, respect and support employees' ideas of new processes and technologies. Secondly, organizations should take effective measures to stimulate employees' harmonious innovation passion. For example, creating an effective internal reward mechanism, such as increasing the sense of ceremony and praise, can enrich employees' innovation experience. Moreover, it is essential to establish a corresponding guidance mechanism to integrate innovation into the daily work of employees and create a fault-tolerant environment to ease the worries of employees seeking breakthroughs. Thirdly, organizations that focus on radical innovation should pay attention to managing employees' tendency to avoid uncertainty. For example, recruiters should select candidates with low uncertainty avoidance in recruitment. In particular, breaking the shackles of traditional thinking should be integrated into organizational culture to weaken employees' awareness of avoiding uncertainty.#br#