Literature Review on Employee Innovative Behavior

本文系统地综述了员工创新行为的研究进展，旨在为企业创新管理提供理论框架和实践指导。在快速变化的VUCA时代背景下，员工创新行为成为企业持续竞争优势的关键。研究首先探讨了员工创新行为的内涵，从过程和结果维度分析其从创意生成到实践落地的动态特征；其次，系统对比现有测量工具，包括单维、多维量表的应用场景与局限性，揭示概念多维性对研究设计的挑战。最后由于过往研究主要将员工创新行为视为研究的结果变量，因此本文整理了其影响因素，从个体特质(心理资本、动机水平)、组织情境(文化氛围、领导模式)及个体–环境交互作用三重视角展开论述。基于理论整合，本文提出管理优化路径：企业需构建容错机制与资源支持体系，强化员工创新自我效能感；通过领导力培训与制度设计，激活个体与团队协同创新潜力；同时优化人才选拔标准，匹配创新导向的岗位需求。研究结论为组织创新管理提供了系统化的理论依据与操作性策略，助力企业在复杂环境中实现可持续发展。通过对员工创新行为的深入探讨，本文不仅梳理了该领域的核心理论基础，还提出了具体的实践建议，以帮助企业更好地激发员工的创新能力。This paper systematically reviews the research progress on employee innovative behavior, aiming to provide a theoretical framework and practical guidance for enterprise innovation management. Against the backdrop of the rapidly changing VUCA era, employee innovative behavior has become crucial for enterprises to maintain sustainable competitive advantages. The study begins by exploring the conceptual connotation of employee innovative behavior, analyzing its dynamic characteristics from idea generation to practical implementation through process and outcome dimensions. Subsequently, it systematically compares existing measurement tools, including the application scenarios and limitations of unidimensional and multidimensional scales, revealing the challenges posed by conceptual multidimensionality to research design. Given that previous studies predominantly treated employee innovative behavior as a dependent variable, this paper synthesizes its influencing factors through three analytical lenses: individual traits (psychological capital, motivation level), organizational context (cultural climate, leadership styles), and individual-environment interactions. Based on theoretical integration, the study proposes management optimization pathways: Enterprises should establish error-tolerant mechanisms and resource support systems to enhance employees’ innovation self-efficacy; activate individual and team collaborative innovation potential through leadership training and institutional design; and simultaneously refine talent selection criteria to align with innovation-oriented job requirements. The findings provide systematic theoretical foundations and operational strategies for organizational innovation management, facilitating sustainable enterprise development in complex environments. Through an in-depth exploration of employee innovative behavior, this article not only organizes the core theoretical foundations in this field but also proposes specific practical recommendations to help businesses better stimulate employees’ innovation capabilities.