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| Policy Perception, Organizational Innovation Climate and Talent Innovation Performance: The Mediating Effect of Talent Self-expectations for Innovation |
| Chen Lijun,Hu Xiaohui |
| (School of Public Affairs, Zhejiang University, Hangzhou 310058, China) |
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Abstract It is the primary task of the 14th Five-Year Plan to adhere to innovation-driven development and comprehensively shape new development advantages. Innovation, both at the regional level and at the organizational level, should ultimately be implemented at the individual level. Talents are the primary resource for China's socio-economic development and scientific and technological innovation. In the era of knowledge economy, talents are the most important innovation subjects, and their innovation performance directly affects the survival of organizations and regional development. How to improve talent innovation performance has become a hot topic in public policy and human resource management. Talent's innovation performance is the result of multiple factors. The current research on the influencing factors of talent innovation performance mainly focuses on individual factors and organizational factors without taking the impact of policy factors into account, and has not answered the question of the mechanism of policy factors and organizational factors on talent innovation performance.#br#In this regard, on the basis of theoretical exploration, this paper aims to make an empirical analysis of the influence mechanism of policy perception and organizational innovation climate on talent innovation performance in the context of China. It sets policy perception and organizational innovation climate as explanatory variables, purposefully introduces the key mediating variable of talent self-expectations for innovation, and takes age, education background,working years,and gender as control variables.#br#This paper constructs a structural equation model based on the survey data of 455 talents in H city of an eastern province. The results show that policy perception and organizational innovation climate have significant positive effects on talent innovation performance. Talent self-expectations for innovation play a mediating role between policy perception and talent innovation performance, and between organizational innovation climate and talent innovation performance. Compared with policy perception, organizational innovation climate has greater influence on talent innovation performance.#br#This study reveals the influence mechanism of policy perception and organizational innovation climate on talent innovation performance, and thus has high theoretical value and practical significance. Firstly, this study reveals the black box of the transmission mechanism between policy perception and talent innovation performance, establishes the research framework of talent innovation performance from the perspective of policy, and enriches the research results related to policy factors and talent innovation performance. Secondly, by clarifying the path of organizational innovation climate on talent innovation performance, the study makes up for the deficiency of empirical research on talent innovation performance in China. Thirdly, it enriches the application of the self-fulfilling prophecy in the field of talent innovation, and explains the necessity of talent self-expectations for innovation in the effect of policy perception and organizational innovation climate on talent innovation performance. Finally, policy factors and organizational factors work together on talent innovation performance, but existing research has not given a clear answer to which is more important. This study compares the effects of policy factors and organizational factors on talent innovation performance. Compared with policy perception, organizational innovation climate is found to have a greater impact on talent innovation performance. This shows that talent's perception of the innovation atmosphere of their organization is a more influential antecedent of innovation performance than the perceived external policy promotion.#br#Practically, the results reveal that local governments should comprehensively consider the demand for talent innovation and strengthen the talents' perception of the innovation policies usefulness and ease of use. Employers need to effectively organize innovation resources and increase support for talent innovation activities.#br#Since the samples are from the same city, and the study uses the same source data and cross-sectional data, the credibility and explanatory power of the research conclusions are thus limited. It remains to be tested whether the research model and conclusions are applicable to other cities. Future research is warranted to conduct follow-up analysis, employ panel data and take talents from multiple cities as samples to improve the reliability and validity of the research.#br#
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Received: 26 July 2022
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