The Research On The Influence Of CEO Transformational Leadership On Employees' Creative Behaviors

With the industrial upgrading of the world economy,innovation has become the primary force driving national or regional economic.Since the full implementation of the innovation-oriented national strategy in China,domestic enterprises have begun to pay attention to the important role of design in improving innovation ability.As General Secretary Xi Jinping instructed in his speech at the 19 th Academician Conference of the Chinese Academy of Sciences,"Scientific and technological innovation and institutional innovation must be driven together to improve the overall efficiency of the national innovation system." The most direct and efficient way to enhance the competitiveness of traditional manufacturing enterprises is to stimulate the innovation behavior and ability of employees through institutional innovation,so as to stimulate the internal vitality and motivation of enterprises and encourage innovative employees to show more effective innovation behavior.How to stimulate employees' innovation behavior has always been the focus of many scholars and many research results have been achieved.But up to now,there still exists the ambiguity of the effect and mechanism between the core leadership at the enterprise level and the innovation behavior of employees.Based on the human interaction theory,this paper proposes the framework of "ASA+ transformation" model,verifies 11 related hypotheses derived from the model through empirical research,and tests them with the structural equation data analysis method.Based on the extension of the ASA framework model,a research model with more comprehensive research hierarchy and more detailed mechanism was built to explain the fuzziness between the effect and mechanism between the core leadership at the enterprise level and the innovation behavior of employees.First of all,taking garment trading enterprises as research samples,the mechanism relationship between transformational leadership and innovation behaviors of employees is tested.The existing research literature based on THE ASA model is sorted out,and a small range of semi-structured interviews are conducted.The interview results shows that the framework process of "attract-Select-fit" is not complete,and there is also a link of "transformation" between employees and the organization.Further by four phase network questionnaire to 1200 employed clothing design of the questionnaire survey to relevant employees the result shows that the framework of "attract-Select-fit-transformation" are more complete explanation of the interactive process of employees and the environment,and the process can not only reflect the employees and the environment in particular,also can reflect the conjunction of dynamics,partly to avoid the problems detailed research mechanism between.Secondly,based on the "attract-select-fit-transformation" as the core theoretical framework,build the CEO of transformational leadership,employee fit,staff organization fit,leadership recognition,the relationship between organizational identification and employee innovative behavior model,based on a high ladder team theory,social exchange theory,social identity theory to explain the relational model of logical relationship,including from the CEO to match the leadership of the staff and the individual level,from the CEO to the employees and the organization matching integration of the enterprise level,so that led to the employees' innovative behavior between the mechanism of action of a more comprehensive,The limitation of single level research is avoided.Finally,in order to explain the fuzziness of the influence effect and mechanism between the core leadership at the enterprise level and the innovation behavior of employees,this paper introduces the variables of organizational political climate to illustrate the functional boundary of the human-environment interaction theory.Besides the mediation mechanism,the problem of situational constraint is also found.The organizational political climate is a variable that has more concrete and substantial influence on the incentive mechanism of an enterprise's innovation motivation,the execution mechanism of innovation behavior and the distribution mechanism of innovation results,which further complements the details of the research conclusions.This paper confirms that personal leadership fit has a significant impact on the identity of employees and leaders,and personal organizational fit has a significant impact on organizational identity,so as to clarify the mechanism and process in which personal leadership fit plays a role.The original framework of ASA "attract-select-fit" process effectively extended to "attract-select-fit-transformation" framework,to some extent through from the organizational level to the infiltration process of individual level,make up for past research individuals-just organize a single level of entry and interactive research,habitat for future interaction provide more theoretical support and direction.At the same time,this article from two aspects: the whole organization and individual leadership how transformational leadership is verified by individual organizations or individuals-leadership fit to affect employee personal cognition,and promote its transformation to the leadership and organizational identification,then clarify the from the top to the base is a question of how to transfer,the influence of these on the management practices for the enterprise adopt measures to actively promote employee's innovation behavior management provides strong empirical references.