Nowadays,innovation is possible in every procedure due to less technical barriers and the trend of modularization mode of technology.Individual factors should not be ignored during the process of innovation.Only the enterprises which make full use of employees'creativity can introduce more new products,services and processes to maintain competitive advantage.After making researches on lots of innovative enterprises,Peter Drucker argued that the change agent needs not be the initiator of innovation.Members from any level of the organization are inclined to start an innovation.Researches form psychologists also imply that everyone has the potential to be creative.Organizational members may have creative ideas during work.There is no doubt a waste of valuable human resource if organizations can't take advantage of these creativities effectively.Then,which factors influence the employees' innovative behavior in workplaces? Through the review of social exchanges theories,creative theories and other theories,this study aims to examine factors of employee innovation from two aspects,namely,organizational factors and individual creative psychology among employees.Based on the social exchange theory,the theoretical model illustrates that on one hand organization trust plays a major role in employee innovation,while individual creative psychology has a mediating influence,and other macro factors in organizations such as organizational culture.On the other hand,human resource management practice have regulating effects on employee innovation.

The book proposes the hypotheses based on the literature review and test the hypotheses by empirical study.Questionnaires are designed and checked by experts.A pilot survey is conducted through emails to examine the reliability and validity.The survey is carried out in Jiangsu province and Yunnan province.Altogether,143 sets of valid questionnaires are collected.Also,the theoretical model is checked by factor analytic method and hierarchical linear model method.

The results show that organization trust has a significant stimulative effect towards employee innovation whereas innovation-related psychological process has significant mediating impacts.When it is characterized by emphasis on innovation and employee development,organizational culture will strengthen the relationship between organization trust and employee innovation.Meanwhile,high commitment human resource management system can not only promote employee innovation but also stimulate the impact of organization trust on employee innovation.

The major contribution of this book is that it will probe the mechanism of innovation and the impact mechanism of individual and organizational factors on employee innovation through exploring the black box of innovation process in the framework of social exchange.Innovation means overturning or denial of current actions to some extent and implies that employees are in a good relationship which will enforce initiatives of innovation and reduce their fears of possible failures.With the effects of proper organizational factors,trust will lead to employee innovation.

According to the research results,related suggestions to promote employee innovation are proposed.Organizational factors should not be ignored.Both high cohesive culture emphasizing individual development and proper human resource management are helpful to enhance employee innovation.On the individual level,it is wise to establish trust and enforce informal and self-reinforcing contractual relationships between employers and employees.These measures will lead to a favorable win-win situation and strengthen employees'intrinsic psychological motive and produce more innovation in the end.

［Key words］Employee Innovation; Organization Trust; Innovative Psychology; Organizational Culture; High Commitment Human Resource Management System