Notice of RetractionEmpirical research on knowledge employees´ organizational commitment and innovative behavior in high-tech enterprises

Notice of Retraction

After careful and considered review of the content of this paper by a duly constituted expert committee, this paper has been found to be in violation of IEEE´s Publication Principles.

We hereby retract the content of this paper. Reasonable effort should be made to remove all past references to this paper.

The presenting author of this paper has the option to appeal this decision by contacting TPII@ieee.org.

This paper is an empirical study in which we uses three-dimensional degree organizational commitment (OC) questionnaire developed by Meyer & Allen and abbreviated version of the innovative behavior (IB) questionnaire proposed by Kleysen. 181 valid questionnaires for high-tech enterprise knowledge employees (KE) are obtained through a sample survey. The results by data regression analysis, correlation analysis and statistical analysis suggests that: a significantly positive correlation exists between organizational commitment and innovative behavior, in which knowledge employees´ affective commitment (AC) and continuous commitment (CC) can promote their innovative behavior (IB), while the normative commitment (NC), to a certain extent, may limit their innovative behavior. And the demographical variables have certain impacts over the correlation between knowledge workers´ perception toward OC and their IB. The conclusion was that the management levels in high-tech enterprises could promote knowledge employees´ IB though improving their OC level, serving to enhance their innovative capabilities and win the competitive advantages for high-tech enterprises.