ABSTRACT
This study developed a moderated mediation model of job design and employee innovation performance. It introduced the organizational innovation atmosphere as the moderating variable at the organizational level and knowledge sharing willingness as the mediating variable at the individual level. The results show that: job design positively affects employee innovation performance; knowledge sharing willingness plays a partial mediating role in the relationship between job design and employee innovation performance; the mediating effect of knowledge sharing willingness is moderated by the organizational innovation atmosphere. These conclusions will enrich the study on the mediating mechanism and boundary conditions of job design on employee innovation performance, and help enterprises better understand the importance of job design and its effect on employee innovation performance through knowledge sharing willingness.
