Management Review ›› 2022, Vol. 34 ›› Issue (1): 205-217.

• Organizational Behavior and Human Resource Management • Previous Articles    

Energetic Learning: The Effect of Organizational Identification and Thriving at Work on Innovation Performance

Guo Shenghao1, Hu Qianqian2   

  1. 1. School of Management, Lanzhou University, Lanzhou 730000;
    2. School of Economics and Management, Tsinghua University, Beijing 100084
  • Received:2019-03-04 Published:2022-02-25

Abstract: As the implementation subjects of organizational innovation, the innovation performance of employees has attracted enormous attention in management research and practice. However, external innovation-oriented management often works for short-term innovation performance only. The active and long-term one that organizations expect requires endogenous initiative of employees and the help of knowledge learning and spiritual vitality. Based on the theory of social identification, we study the effect of employee organizational identification on their innovation performance, especially focusing on the mediating role of thriving at work and the moderation role of servant leadership. Using questionnaire survey data including 202 leader-subordinate dyads which are collected in four batches, the hypotheses are tested by the method of structural equation of latent variables based on partial least squares (PLS-SEM). The results show that: organizational identification is significantly and positively related to employee innovation performance through the mediation of thriving at work, in which the mediating role of learning dimension is more prominent than vitality dimension. In addition, servant leadership moderates the indirect effect of organizational identification on innovation performance via thriving at work, that is, the indirect effect is stonger under the condition of higher servant leadership, and the moderation effect of learning dimension is more prominent than vitality dimension. These fingings provide several implications on inspiring initiative of employees and sustainable development.

Key words: organizational identification, thriving at work-learning, thriving at work-vigor, servant leadership, innovation performance