Research On How Contingent Reward Leadership Affect Employee And Team Performance

With the development and progress of social economy in China,employee performance and team performance have become the focus of attention of organizational practice departments and management scholars.Employee performance(including employee task performance and innovation performance)and team performance is the key to the sustainable development of an organization,and the mechanism of the influence of leadership behavior on employee and team performance is particularly important.In China,leadership’s reward to employees and teams is conservative,and there is a lack of in-depth understanding and understanding of whether contingency reward leadership can promote employee performance and team performance.Leaders’ understanding of the mechanism of contingency management and reward for employees and teams is not comprehensive and in-depth,which results in that the role of contingency reward leadership has not achieved the desired results.In order to solve this problem,it is necessary to explore the mechanism of contingency reward leadership’s intrinsic influence on employee task performance,employee innovation performance and team performance.At present,empirical analysis on contingency reward leadership and employee task performance,employee innovation performance and team performance are insufficient,and there are few studies on its intermediary mechanism and boundary conditions.Contingency reward leadership also plays a significant role in improving team work efficiency and optimizing team effectiveness.Therefore,it is necessary to study the influence mechanism of contingency reward leadership on team performance.Previous studies have shown that contingency reward leadership has a direct positive effect on team performance,but few studies have conducted in-depth analysis of the internal mechanism of contingency reward leadership affecting team performance.In conclusion,this paper will use social exchange theory,social cognitive theory and contingency management theory to study the influence mechanism of contingency reward leadership on employee performance and team performance,taking into account such factors as leader-member exchange,perceived organizational support,innovative self-efficacy,team effectiveness,power distance and collectivism.The research topic consists of three sub-studies.Study 1:Research on mediating mechanism of contingency reward leadership on employee task performance.Based on social exchange theory,this paper explores whether leader-member exchange and perceived organizational support mediate the relationship between contingency reward leadership and employee task performance.The results of statistical analysis and hypothesis test show that:Contingency reward leadership positively affected employee task performance.Leader-member exchange and perceived organizational support mediated the relationship between contingency reward leadership and employee task performance.Study 2:Research on the mechanism of contingency reward leadership on employee innovation performance.Based on social cognitive theory,this paper explores the mediating effect of innovation self-efficacy on the relationship between contingency reward leadership and employee innovation performance,and further analyses the moderating effect of power distance orientation on the relationship between contingency reward leadership and innovation self-efficacy.The results of statistical analysis and hypothesis test show that:Innovative self-efficacy completely mediates the influence of contingency reward leadership on employeeinnovative performance,and power distance orientation positively regulates the influence of contingency reward leadership on innovative self-efficacy.Study 3:Research on the influence mechanism of contingency reward leadership on team performance.Based on contingency management theory,this paper explores the mediating role of team efficacy between contingency reward leadership and team performance,and the moderating role of team power distance and horizontal collectivism.The results of statistical analysis and hypothesis test show that:Contingency reward leadership positively affected team performance,team efficacy mediated the relationship between contingency reward leadership and team performance,and team power distance and horizontal collectivism positively moderated the relationship between contingency reward leadership and team efficacy.The main theoretical contributions of this paper are:It provides a theoretical explanation for the impact of contingency reward leadership on employee and team performance,and expands the research on the mechanism of the impact of contingency reward leadership on employee and team performance.From the perspective of mediating role of leader-member exchange and perceived organizational support,this paper explains how contingency reward leadership affects employee task performance.This paper explains how contingency reward leadership affects employeeinnovation performance from the perspective of mediating the effect of contingency reward leadership on employee innovation performance and the perspective of power distance-oriented regulation of the effect of contingency reward leadership on innovation self-efficacy.From the perspective of mediating role of team efficacy and moderating role of team power distance and level collectivism,this paper explains how contingency reward leadership affects team performance.This study provides managers with several management inspirations:By establishing correct contingency reward leadership behavior,we can effectively solve the problem of failure of organizational reward measures;guide employees and teams to create a matching values and cultural atmosphere,and improve staff performance and team performance.To give full play to the role of leadership-member exchange and perceived organizational support,and enhance the impact of contingency reward leadership on employee task performance.Emphasis should be placed on the cultivation of employees’ power distance-oriented cultural values and innovative self-efficacy,and the impact of contingency reward leadership on employees’ innovative performance should be strengthened.Correctly establish the team power distance and level collectivism cultural values of employees,create a good team culture atmosphere,enhance team effectiveness,and enhance the influence of contingency reward leadership on team performance.By means of human resources,we can select suitable managerial talents,guide managers to adopt reasonable contingency reward leadership behavior,and adapt to the development needs of organizational management.