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| Organization Communication and Employee Innovative Behavior: The Roles of Human Resource Management Strength, Devolved Management and Competitive Intensity |
| TANG Guiyao，YU Bingjie，CHEN Mengyuan，WEI Liqun |
| 1. Shandong University, Jinan, China; 2.Hongkong Baptist University, Hong Kong，China |
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Abstract This paper based on China’s small and medium-sized enterprises, tests the organization communication-employee innovative behavior linkage and proposes a model with HRM strength as a mediator, devolved management and competitive intensity as moderators in this linkage. The results show that organization communication is positively related to employee innovative behavior, and the relationship is mediated by HRM strength. In addition, devolved management and competitive intensity moderate the relationship between HRM strength and employee innovative behavior: When the SMEs implement higher level of devolved management, the positive relationship between HRM strength and employee innovative behavior becomes stronger. The higher competitive intensity; the weaker the positive relationship between HRM strength and employee innovative behavior.
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Received: 20 August 2015
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2016, Vol. 13 
