The Research Of Relationship Among Inclusive Leadership, Psychological Safety And Employee Voice

At present, in order to deal with the development of economic globalization and the dynamic changes in the external environment, it needs to continuously improve enterprise’s own innovation ability. For the organization, voice behavior which is a behavior employee express their suggestions, it tends to be started in the process of organizational innovation. However, In the management practice, employees "no recommendations" phenomenon exists widely and true. There are reasons:first, it is led out authority consider unwilling to listen to staff recommendations, on the other hand because of the influence of the Chinese traditional concept of grade makes employees unwilling to put forward suggestions.By combing the relevant literature, we find that many scholars have focused on the importance of inclusive leadership in entrepreneurship research.Related studies also have shown that inclusive leadership on employee voice has a positive influence. On this basis, this paper analyzes the relationship of the inclusive leadership、the dimensions of inclusive leadership and employee voice by empirical research. And this paper introduces the psychological safety as mediate variable in the model. It explores the middle path which the inclusive leadership effects on employee voice.In the first part, the significance of research and innovation points and research idea of this article has been carried on the brief summary. In the second part of this article, after reviewing the related literature at home and abroad, this study summarizes the correlational research of inclusive leadership、psychological safety and employee voice as well as sort of logical relationships between the variables. This provides a theoretical basis for the establishment of theoretical model and the theoretical hypothesis. The third part of this article, based on the theory, this study constructed the theoretical model, and put forward the research hypothesis. And through inclusive leadership, psychological safety and employee voice related maturity scale, this paper designed the questionnaire in this study. Through conduct research, a total of 190 valid questionnaires were collected. The fourth part of this article, the paper discussed the reliability and validity of the questionnaire, and the resulting data were descriptive statistical analysis, analysis of variance, correlation and linear regression analysis. Through the corresponding empirical analysis, explore the effect of inclusive leadership and its various dimensions on employee voice, the relationship between psychological safety and employee voice, and further validate if the psychological safety played an intermediary role between inclusive leadership and inclusive leadership. In the fifth part, the conclusion of this research are discussed, this paper puts forward the research conclusion and enlightenment and the shortcomings in the course of study to analyze the possibility and provide some useful references for further research. Finally the research points out the development direction of future research, so as to enrich the inclusive leadership research in China.The conclusions of this study are following:(1)Inclusive leadership has a positive role in promoting employee voice. In which openness, availability and accessibility all has a positive impact on employee voice. (2)Inclusive leadership has a positive role in promoting psychological safety. In-which openness, availability and accessibility, respectively, has a positive role in promoting psychological safety. (3)Psychological safety has a positive role in promoting employee voice. (4)Psychological safety plays a midium role between inclusive leadership and employee voice. In which the psychological safety play a partially mediating role between openness and employee voice. And psychological safety play a completely mediating role. Finally, we analyzed the research conclusions and put forward the possibility of psychological security is not intermediary effect.This research mainly includes the following two innovation points:first, this study constructed the model of inclusive leadership on employee voice behavior, and introduces the intermediary variable--psychological safety. The study found that psychological safety in inclusive leadership and employee voice behavior plays a mediating role, and inclusive leadership has a positive effect on employees voice behavior. Secondly, both at home and abroad for inclusive leadership research is still in its infancy, and the existing research are much based on the research of the background of western culture and practices. Based on the theory and practice of foreign scholars to inclusive leadership studies and combined with China’s national conditions, the research of inclusive leadership in the Chinese culture under the background of the follow-up study provides the basis of theoretical and empirical surpport.At last, the conclusion has been discussed and analysised, this paper proposed the guiding recommendations for the employee voice behavior. In addition this study points out the limitations and the future directions for the further research.