| Research level | Research factors | Conclusion | Author |
| Individual level | Personality traits, emotions, roles, cognitive style, intrinsic motivation (psychological empowerment, self-efficacy, work emotions), professional knowledge, creative thinking skills | Individuals with distinctive personality traits are positively correlated with individual innovation behavior; intrinsic motivation drives innovation behavior | |
| External environment | Leadership factors, work factors (work initiative, work pressure, work challenges) | The leader factor has a significant effect on stimulating employees’ innovative behavior | |
| Organization level | Organizational factors (organizational culture, resources and salary, strategy and skills) | Work factors and organizational factors have an impact on employees’ innovative behavior | |
| Interaction between individuals and organizations | Situation and social environment factors, work emotions and supportive work environment, team learning behavior and employee learning orientation, person-environment matching angle | In a supportive work environment, when both positive and negative emotions are at a high level, the employees’ performance of innovative behavior is the strongest; team learning behavior and employee’s learning orientation will interact with employees’ innovative behavior; the degree of matching between people and the environment will be Affect employees’ innovative behavior | |