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As China enters the high-quality development stage of "mass innovation and entrepreneurship", innovation has become a new engine for development.Employees, as the creators of enterprise value, are the decisive force for the improvement of enterprise innovation ability.It is of great significance to stimulate employees' innovation vitality and promote their innovative behavior for the innovative development of enterprises.On the basis of relevant theories and literature combing, this study mainly identifies the dimensions and relevant evaluation indexes of organizational support, organizational identity, and organizational innovation climate in Chinese science and technology companies, takes the relevant staff of Chinese science and technology companies as the research object, collects 386 questionnaires, and analyzes the questionnaire data of the survey with descriptive statistics and inferential statistics using SPSS version 28, which reveal the current status of the evaluation of the dimensions of organizational support, organizational identification and organizational innovation climate and their interrelationships, and a framework for enhancing the innovative behaviors of employees in Chinese technology companies was derived.Specifically, this study shows that work support, employee value recognition, and personal interest concern have a significant relationship with organizational support and can effectively promote the formation of employees' good sense of organizational support.Organizational cognition, emotional belongingness, and organizational reputation have a close relationship with organizational identity, which is conducive to the formation of organizational identity among employees.Leadership, internal communication, and work autonomy have a significant positive relationship with organizational innovation atmosphere, which can effectively create a good innovation atmosphere in the company.There is a close relationship between organizational support, organizational identity and organizational innovation climate in Chinese technology enterprises, and a positive statistical correlation among the three was verified by multiple regression.Finally, this study constructs a framework of employee innovation behavior enhancement with organizational support, organizational identity and organizational innovation climate, and gives relevant suggestions.It theoretically enriches the Zhang, H. 30 Consortia Academia Publishing (A Partner of CollabWritive Publishing House)research in related fields and provides useful insights and suggestions for enterprise human resource management, which is of great significance in promoting the formation of good organizational support, organizational identity and organizational innovation climate in Chinese technology companies.
Heng Zhang (Sat,) studied this question.