Sid SuntrayuthXu, Ziqing2024-06-052024-06-052022b216652https://repository.nida.ac.th/handle/662723737/6883Thesis (Ph.D. (Management))--National Institute of Development Administration, 2022Innovation is considered the key to organizations' competitive advantage, which has been shown to succeed in today's competitive work environment. Especially for high-tech enterprises, the living environment of enterprises has undergone significant changes. However, business management is not a simple matter of promoting knowledge workers to carry out sustainable and long-term innovative work behaviors. Compared with ordinary work behavior, innovative work behavior expresses new ideas to achieve innovation. In the antecedents of innovative behavior, the antecedents at different levels are not explored in depth. Therefore, to stimulate knowledge workers' innovation activities, this study is based on the stimulus-organism-response (SOR) model and constructs a three-level impact mechanism model of the external environment, psychological factors, and individual behavior. The main contents include the following parts: Firstly, Based on the research purposes and reviewing the relevant theoretical research, this research involves variable definition, extracting the main leading factors affecting the knowledge staff innovation behavior, analyzing the innovation orientation, and organization climate influence knowledge staff innovation behavior mechanism. This study thought influence R&D worker innovation behavior leading factors include three aspects: first， on behalf of the organization's overall objective environment properties, organization climate, can be regarded as a staff of the external environment stimulation; second, the strength of internal factor, including cognitive status reflects the psychological safety, and intrinsic motivation, which can be regarded as a psychological state of employees. Third, knowledge sharing as a kind of behavior can affect another behavior. This study argues that organization innovation climate has a direct impact on innovative work behavior, at the same time it can also be through psychological safety and intrinsic motivation as mediation variables indirectly influence knowledge sharing. Meanwhile, the R&D workers' knowledge sharing can directly impact innovative work behavior. Based on the effect mechanism, this paper puts forward 11 hypothesis relationships and set up the theoretical relationship model of this study. Second, through questionnaire survey collected data, the empirical test organizational innovation climate for R&D workers behavior influence relationship model. This study selected 446 valid samples from the R&D department of high-tech enterprises in Guangdong province in China through the judgmental sampling method. AMOS 23.0 and SPSS 25.0 was used to analyze the data and performed structural equation modeling (SEM) with the bootstrapping approach. The reliability and validity test, descriptive statistical analysis, show the sample data has good reliability and validity, and can carry out data analysis processing, the result showed that 11 hypotheses obtained data support, to be able to verify. Thirdly, Both the external environment (i.e., organizational innovation climate) and psychological factors (i.e., intrinsic motivation, psychological safety) have a significant positive impact on individual response (i.e., knowledge sharing, Innovative work behavior). Knowledge sharing has the greatest impact on innovative work behavior, meanwhile, psychological factors also have a great impact on innovative work behavior. Besides, psychological factors also mediate the relationship between the external environment and knowledge sharing. The findings indicated that high-tech enterprise should try their best to provide R&D employees with opportunities and platforms for knowledge sharing, and encourage more exchanges and sharing among employees. It must also formulate scientific innovation climate when implementing strategies and continue to shape a harmonious and equal organizational climate. Furthermore, high-tech enterprises should encourage employees to speak the truth, express different voices, and stimulate work enthusiasm to improve psychological safety and intrinsic motivation, enhancing employees’ innovative work behavior.191 leavesapplication/pdfengThis work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.Organizational behaviorOrganizationImpacttext::thesis::doctoral thesis10.14457/NIDA.the.2022.75