Inclusive Leadership And Employee’s Job Performance:the Mediation Of Organizational Identification And Leader-member Exchange

Inclusive leadership is a new concept in the field of leadership research, although the foreign academic had some research results of inclusion leadership, but domestic research of this aspect are rare. Today,environment is complicated, accompanied by the quality of employees, the diversity of the organization and the difficulty of management have improved. Whether Inclusive leadership can play its unique charm in the organization, needs to be discussed. A kind of more direct and convenient way to verify whether the style of leadership is effective is the employee’s job performance. Employee’s job performance gets more and more group leaders to be attention. With the human resources cost rising, how to improve employee’s job performance and make the best use of human resource is particularly important at present. Existing studies have shown that, the leadership style Which determines the employee’s organizational identification(WangYizheng, 2013) and the relationship between the members and the leader(HanYi&YangBaiyan,2011) affects employee’s job performance(zhang Dali, 2010) in a certain extent. The understanding of employees to the organization and leadership is based on the psychological level, but there is no scholar researched in this field whether inclusive leadership can through this psychological role actually affect the employee’s job performance.This research discusses the relationship between inclusive leadership and job performance thought the questionnaire investigation and try to reveal the mechanism of action between the two by choosing the organization and leader-member exchange as the mediator variables. The author have surveyed 206 employees of a manufacturing enterprise in ZhengZhou of Henan province by questionnaires, get conclusions are as follows through statistical analysis by using some technology such as structural equation model.(1) The employee’s perception of inclusive leadership have differences in different demographic variables.(2) The positive correlation relationship of inclusive leadership,employee job performance, organizational identification and leader- member exchange is obvious.(3) The inclusive leadership can positively predict employee’s job performance.(4) Organizational identification and leader-member are mediator variables in the process of inclusive leadership how to impact on employee’s job performance.In combination with the results of the study, the author expounded the limitations of this study, and put forward some suggestions for enterprise management.