Abstract
The study aims to explore the psychology and behavior of employees in organizations in enterprise innovation. Based on the human resource management system (HRMS), organizational psychological ownership, and other related theories, the transformational leaders and their advice behavior in start-ups are taken as the research object. The data obtained from the questionnaire as the research samples. Second, the influence and intermediary effect of employeesโ organizational psychological ownership on colleagues, leaders, and the whole enterprise are discussed, and the corresponding conclusions are drawn. The results show that the path coefficients of transformational leaders of start-up enterprises for employeesโ advice to their superiors and their peers are 0.28 and 0.31, respectively, and p < 0.01. Therefore, transformational leadership has a positive impact on both elements. In the relationship between organizational psychological ownership and employee creativity, the r value is 0.34 and p < 0.01. This shows that organizational psychological ownership positively correlates with employeesโ creativity. In addition, corporate support can mediate employeesโ behavior and psychological ownership in the organization and has a positive correlation in support, identity, and care. Therefore, the impact of organization-employees relations on employeesโ innovation behavior is discussed based on organizational psychology and culture, which can improve employeesโ subjective initiative for work and provides ideas for the management and development of start-ups.
Highlights
Transformational leadership is different from traditional leadership
The results show that most human resource management system (HRMS) practice variables positively correlate with enterprisesโ innovation ability, while performance has a negative correlation with employeesโ organizational psychology
Based on LISERAL 8.7, confirmatory factor analysis is conducted on performanceoriented human resource management, maintenance-oriented human resource management, employee creativity, transformational leadership, advising supervisors and colleagues, and organizational psychological ownership
Summary
With the increasing competition in the market, an enterprise needs to improve itself from all aspects and make itself more flexible, innovative, and adaptable. Based on LISERAL 8.7, confirmatory factor analysis is conducted on performanceoriented human resource management, maintenance-oriented human resource management, employee creativity, transformational leadership, advising supervisors and colleagues, and organizational psychological ownership. These data indicate a mediating effect between the impact of organizational psychological ownership on employeesโ creativity in the four quadrants, and hypothesis d1 is verified. The intermediary result is reliable, and the hypothesis test is reasonable
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have