Earticle

초록

영어

To mitigate climate change, emissions control enterprises need to innovate to strike a balance between corporate economics and the environment. Businesses are the mainstay of innovation in the marketplace, but innovation has its roots in employees, and the ability of employees to effectively implement individual innovative behavioral activities within the organization is an essential factor affecting a business's ability to innovate. Then how to promote employee's innovative behavior in emissions control enterprises? Research has shown that a positive climate for organizational innovation stimulates employee creativity, encouraging them to introduce fresh ideas and solutions to problems. Organizational commitment can increase employees' sense of belonging and identity and motivate them to contribute to the organization's growth. Psychological empowerment can increase employee autonomy and decision-making power, demonstrate creativity and initiative, and make them more willing to introduce fresh ideas and try different approaches. To promote the low-carbon development of China's emissions control enterprises and improve the innovation behavior of their employees. The study intends to provide practical policies and practical recommendations for improving employee innovation behavior, while providing some references for related industries. To this end, a total of 607 effective questionnaires were collected from emissions controls enterprises' employees in China. SPSS 26.0 and AMOS 24.0 were used for confirmation reliability analysis, exploratory factor analysis, confirmation factor analysis, path analysis and mediation effect analysis. The results show the organizational innovation climate of Chinese emission control enterprises has a positive (+) effect on employee innovation behavior; organizational commitment and psychological empowerment have a positive (+) effect on employee innovation behavior. In an organizational innovation climate, organizational commitment and psychological empowerment have a moderating effect on employee innovative behavior.

목차

Abstract
1. Introduction
2. Hypotheses development
2.1 The relationship between organizational innovation climate and organizational commitment
2.2 The relationship between organizational innovation climate and employee innovation behavior
2.3 The relationship between organizational innovation climate and psychological empowerment
2.4 The relationship between organizational commitment and employee innovation behavior
2.5 The relationship between psychological empowerment and employee innovation behavior
2.6 The relationship between organizational innovation climate, organizational commitment, psychological empowerment and employee innovation behavior
3. Research methodology and results
3.1 Data collection and sampling
3.3 Variable Measurement
3.4 Reliability testing
3.5 Confirmatory Factor Analysis
3.7 Structure Equation Modeling and Path Analysis
3.8 Mediating effect
4. Conclusion
4.1 Research Conclusions
4.2 Research Implications
4.3 Research limitations
References

키워드

저자

• Wang, Shuyang [ Social Economic, Woosuk University, Korea ] Corresponding Author
• Jia, Hongda [ Social Economic, Woosuk University, Korea ]
• Kim, Dongjoo [ Social Economic, Woosuk University, Korea ]

참고문헌

발행기관

간행물

표지보기 관심저널 등록

• 간행물명

  Journal of China Studies

• 간기

  계간

• pISSN

  1975-5902

• eISSN

  3022-5590

• 수록기간

  2006~2026

• 등재여부

  KCI 등재

• 십진분류

  KDC 912 DDC 951