乡村振兴，是习近平总书记在十九大报告中提出的重大战略，但目前我国乡村发展水平离相应的目标还有很大的距离，还存在诸多问题，从基层执行的角度来看，要想把国家战略规划落到实处，最为关键的就是要实现上层政策部署与基层实际相融合，乡镇政府作为政策执行的最后一环也是最关键的一环，创造性的将国家的方针政策变成每个乡村的具体实施方案至关重要。然而，现实工作中，处于公共政策执行最末梢的乡镇政府及其工作人员，往往由于所处环境的各种局限，在政策执行过程中经常出现虽然工作完成了，但是工作效果不好等系列问题，导致政策执行远离设计最初的想法，有的甚至南辕北辙，远离目标。究其深层次原因，本研究认为很大程度是由于员工工作中的“本本主义”，被动式的一成不变地执行上级的政策，结合一线的具体情况创造性开展工作做得不足造成的。员工的创新行为是提高组织绩效的重要手段，怎样最大限度地调动员工的主观能动性，充分发挥员工创造力，是每个组织应该关注的重点。促进个体的创新举动有许多方面的原因，诸如情绪、知识、动机等自身的因素，以及工资水平、所具备的专业知识、单位构成等方面的因素，还有组织外部因素等，人力资源等众多领域的专家从上述各个方面对员工创新行为进行了一系列的研究，但是在组织文化对其影响研究中，鲜有心理授权、组织承诺为中介的，本文以乡镇机关作为背景，探索乡镇机关组织文化对基层公职人员创新行为的影响，在中介变量考量上，引入这两个变量进行研究，进一步补充了组织文化对创新绩效的影响研究，更好的为乡镇机关促进基层公职人员增加创新行为提供可操作性意见。

本研究通过对四川省G市551名乡镇机关公职人员进行问卷调查和个别访谈，综合考量乡镇机关内部因素、职工个体的因素对其创新行为有什么影响，从不同的角度构建了“组织文化—心理授权—组织承诺—员工创新行为”的研究模型，探索了宗族型等4种组织文化的作用机制，对员工创新行为的影响，检验了心理授权、组织承诺在两者之间的链式中介效应。

通过实证研究，得出以下4个方面的结论：1.在乡镇机关中，四种类型的组织文化正向影响职工创新行为。2.四种类型的组织文化分别通过心理授权这个中介变量对职工创新行为起作用。3.四种类型的组织文化分别通过组织承诺这个中介变量对职工创新行为起作用。4.在组织文化对职工创新行为影响中，心理授权、组织承诺两个中介变量相互影响，两者共同构成一条链式中介模型。基于研究结果以及访谈内容，围绕增加员工创新行为，从怎样结合自身特色构建自己的组织内部文化，怎样提升员工的心理授权，以及如何改善职工对组织的承诺三个方面提出建议，提升乡镇工作质效。

Rural revitalization is a major strategy proposed by General Secretary Xi Jinping in the report of the 19th National Congress. How to maximize the subjective initiative of employees and give full play to employees' creativity is the focus of every organization. There are many factors that influence employees 'innovation behavior, such as individual factors such as emotion, knowledge, motivation, and organizational characteristics such as organizational culture, salary, technology, work strategy and internal structure, there are also a series of studies on employee innovation behavior from the above-mentioned aspects by experts in various fields such as organizational external factors, human resources, etc. ,However, the research methods are mostly individual factors, internal factors and external factors of the organization on a single level. Little research has been done on the comprehensive influence of internal factors and individual factors of the organization, executive Branch has done little research in this area.

Based on a questionnaire survey and individual interviews with 551 township government officials, this study comprehensively considered the influence of internal organizational factors and employee factors on employees' innovation behavior, from the perspectives of psychology and organizational behavior, this paper constructs a research model of “Organizational culture psychological authorization -- Organizational commitment -- employee innovation behavior”, exploring the functional mechanism of clan-type, flexible, market-type and hierarchical organizational culture, this paper examines the chain-mediated effects of psychological empowerment and organizational commitment on organizational culture and employee innovation behavior.

Through the research, four conclusions are drawn:1. Organizational culture has a significant positive impact on employee innovation behavior. 2. Psychological empowerment plays a mediating role in organizational culture and employees 'innovative behavior. 3. Organizational commitment plays an intermediary role in organizational culture and employee innovation behavior. 4. Psychological empowerment and organizational commitment play a chain mediated role in organizational culture and employee innovation behavior. Based on the study and the content of the interview , how to construct the internal culture of the organization；how to improve the psychological empowerment of the employees are discussed；how to improve the staff commitment to the organization in three areas to make recommendations to enhance the quality and efficiency of township work.