[an error occurred while processing this directive] [an error occurred while processing this directive] [an error occurred while processing this directive]
[an error occurred while processing this directive]

Journal of Shenyang Aerospace University >

2025 , Vol. 42 >Issue 5: 83 - 89

DOI: https://doi.org/10.3969/j.issn.2095-1248.2025.05.011

Management Science and Engineering

The driving path of scientific and technological personnel’s innovative behaviors based on AMO theory

  • Zuoxue LI ,
  • Lin LUO
Expand
  • College of Economics and Management，Shenyang Aerospace University，Shenyang 110136，China

Received date: 2024-09-23

  Revised date: 2025-04-01

  Accepted date: 2025-04-03

  Online published: 2025-12-04

Fold

Abstract

The key to achieving high level of scientific and technological self-reliance is to strengthen the incentives for the innovative behaviors of scientific and technological personnel. Based on the AMO theory， combined with NCA and QCA methods， a driving path of scientific and technological personnel’s innovative behaviors from the perspective of complex interactive configuration between individuals and organizations was explored. The results show that the emergence of a single factor is not a necessary condition for the outcome variable. There are three paths that can drive the high innovative behavior of scientific and technological personnel. It enriches the relevant theoretical research on the scientific and technological personnel’s innovative behavior， providing reliable basis and concrete measures for managers to effectively drive the innovative behavior of scientific and technological personnel.

Key words： scientific and technological personnel; innovative behaviors; AMO theory; qualitative comparative analysis; configuration path

Cite this article

Zuoxue LI , Lin LUO . The driving path of scientific and technological personnel’s innovative behaviors based on AMO theory[J]. Journal of Shenyang Aerospace University, 2025 , 42(5) : 83 -89 . DOI: 10.3969/j.issn.2095-1248.2025.05.011

[an error occurred while processing this directive]

References

Publishing order | Descend order by publishing year | Descend order by cited within
[1]
刘西明，张叶婷，许长勇.促进员工创新行为的组态研究：基于模糊集的定性比较分析［J］.科学学与科学技术管理，2020，41（12）：114-128.

[2]
赵莉，许爽，刘平青，等.职场精神力如何影响知识型员工合作行为：基于战略共识和目标互依性的视角［J］.科技进步与对策，2023，40（22）：152-160.

[3]
Blumberg M， Pringle C D.The missing opportunity in organizational research：some implications for a theory of work performance［J］.The Academy of Management Review，1982，7（4）：560-569.

[4]
Harrell C G， Appelbaum E， Bailey T，et al.Manufacturing advantage：why high-performance work systems pay off［J］.The Academy of Management Review，2001，26（3）：459-462.

[5]
Bandura A.Self-efficacy：toward a unifying theory of behavioral change［J］.Psychological Review，1977，84（2）：191-215.

[6]
曲怡颖，任浩.恢复体验对员工创造力影响的作用机制研究［J］.软科学，2017，31（4）：57-60，65.

[7]
Liu W L， Pan Y G， Luo X M，et al.Active procrastination and creative ideation：the mediating role of creative self-efficacy［J］.Personality and Individual Differences，2017，119：227-229.

[8]
Xu S C， Cavusgil E.Knowledge breadth and depth development through successful R&D alliance portfolio configuration：an empirical investigation in the pharmaceutical industry［J］.Journal of Business Research，2019，101：402-410.

[9]
Hoang T， Truong C B.The relationship between social capital，knowledge sharing and enterprise performance：evidence from Vietnam［J］.Journal of Asian Finance，Economics and Business，2011，8（11）：133-143.

[10]
Ye P H， Liu L Q， Tan J.Influence of knowledge sharing，innovation passion and absorptive capacity on innovation behaviour in China［J］.Journal of Organizational Change Management，2021，34（5）：894-916.

[11]
李佳宾，汤淑琴.新企业知识共享、员工创新行为与创新绩效关系研究［J］.社会科学战线，2017（9）：246-250.

[12]
Saether E A.Motivational antecedents to high-tech R&D employees’ innovative work behavior：Self-determined motivation，person-organization fit，organization support of creativity，and pay justice［J］.The Journal of High Technology Management Research，2019，30（2）：100350.

[13]
Hoffman M F， Cowan R L.Be careful what you ask for：structuration theory and work/life accommodation［J］.Communication Studies，2010，61（2）：205-223.

[14]
Zhou J.When the presence of creative coworkers is related to creativity：role of supervisor close monitoring，developmental feedback，and creative personality［J］.Journal of Applied Psychology，2003，88（3）：413-422.

[15]
王雁飞，朱瑜.组织社会化、信任、知识分享与创新行为：机制与路径研究［J］.研究与发展管理，2012，24（2）：34-46.

[16]
Szulanski G.Exploring internal stickiness：impediments to the transfer of best practice within the firm［J］.Strategic Management Journal，1996，17（）：27-43.

[17]
王斌.中国企业科技人才创新行为研究［D］.南京：河海大学，2007.

[18]
刘云，石金涛.组织创新气氛与激励偏好对员工创新行为的交互效应研究［J］.管理世界，2009，25（10）：88-101，114，188.

[19]
Dul J.Necessary condition analysis （NCA）：logic and methodology of ‘necessary but not sufficient’ causality［J］.Organizational Research Methods，2016，19（1）：10-52.

[20]
杜运周，刘秋辰，程建青.什么样的营商环境生态产生城市高创业活跃度？：基于制度组态的分析［J］.管理世界，2020，36（9）：141-155.

[21]
薛朝改，冯凯博，曹武军.知识生态结构、知识创新行为与知识环境促进制造业集群优化升级的多元路径分析：基于汽车产业数据的模糊集定性比较分析［J］.科技进步与对策，2024，41（20）：88-97.

Options
Outlines

/

〈 〉

[an error occurred while processing this directive]