The Effect of Organizational Dynamics Towards Innovative Behaviour of R&D Personnel in High-tech Enterprise

Ximeng Fan; Lee Khiam Jin

doi:10.54097/fgg7j327

Authors

Ximeng Fan
Lee Khiam Jin

DOI:

https://doi.org/10.54097/fgg7j327

Keywords:

Organizational dynamics, Innovative work behaviour, R&D personnel, Work engagement, Employer brand, high-tech enterprise.

Abstract

In the fiercely competitive environment of the global market, innovation has become a key factor for corporate survival and success. This study aims to explore the impact of organizational dynamic factors on the innovative behavior of R&D personnel in high-tech enterprises in Shaanxi Province. Although research on individual innovative behavior continues, there is a research gap in the specific impact of organizational dynamics on innovative behavior, especially in the specific context of technology-based enterprises. This study explores the relationship between high-tech enterprises and the innovative behavior of R&D personnel, and analyzes organizational dependence, innovation climate, employer brand, and work engagement as key organizational dynamic factors that influence the innovative behavior of R&D personnel. The study adopted the stimulus-organism-response (SOR) model, job demands-resources (JD-R) model and social cognitive theory as conceptual frameworks. Through quantitative research methods, an online questionnaire survey was conducted among 458 R&D personnel of high-tech enterprises in Shaanxi Province. Data analysis included descriptive statistics, reliability and validity tests, and structural equation modeling. The results show that although organizational dependence and innovation climate have no direct impact on the innovative behavior of R&D personnel, they indirectly affect innovation through work engagement. Employer brand not only has a direct impact, but also affects innovative behavior through work engagement. The research results suggest practical contributions such as establishing a community of employee interests, improving collaborative interactions between organizations and R&D personnel, and creating a positive employer brand image. Limitations of this study include the geographical focus on Shaanxi Province, and it is recommended that future research consider a wider sample and consider moderator variables in the future to fully understand the impact of organizational dynamics on innovative behavior.

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