The Influence Of Relative Leader-memberexchange Relationship On Employee Creativity

Employee creativity is the cornerstone of the creativity of company,and also the foundation of company in complex environment,and the source of core competitiveness in organization.More and more people pay attention to how to improve the team members' creativity,whether in academic,or in management practice.A large number of studies have shown that the employee creativity can be influenced by individual factors and situation factors.Leadership plays an important role as the most important situation variable.VWhether or not the leader-member exchange relationship will stimulate employee creativity?And how to impact,these question have not been explored,therefore this paper will take this as a starting point for research.This paper use the questionnaire survey,collected 400 leader-member dual samples of 81 teams,to explore the relationship between relative leader-member exchange and employee creativity,and analyze the mediate role of psychological ownership into the relationship between relative leader-member exchange and employee creativity,and analyze the cross level moderation role of the Differentiated Leader-member exchanges between relative leader-member exchange and psychological ownership.This article will be elaborated from the following six chapters.The first chapter is introduction,which briefly introduces the research background,the research questions,expounds the theoretical significance?practical significance and the innovation points,and summarizes the research methods,research contents and procedures.The second chapteris literature review.This part mainly collects and analyzes the related literatures,includesrelative leader-member exchange,employee creativity,psychological ownership and differentiated Leader-member exchanges,to find the breakthrough point of this study,leadership is an importance role to affect the creativity of employees,while the existing research lacks the research on relative leader-member exchange to employee creativity.There are also few studies on psychological ownership,therefore,this paper based on this to find our entry poin.The third chapter is hypothesis,after completing the above literature review,I will combines theory and practice,deduces the research hypothesis of this paper.The fourth chapter is the research design,briefly introducedthe scale and the research method in this paper,design the questionnaire and recycling questionnaire,then descriptive statistical analysis,finally examines the individual level data's aggregation conditions.And then,The fifth chapter is date analysis.First,test the reliability of the scale,and validity of the scale,and then use SPSS?Bootstrap?HLM to verify the relationship between the variables.And based on this result to verify theresearch hypotheses.Finally,The sixth chapter is the conclusion and discussion for my reaearch.In this part,firstly,summarizes the research results of this paper.Secondly,Iwill discuss the theoretical contribution and practical contribution of this paper,and give some enlightenment to the managers.Finally,analyzes the shortcomings of this study and point out the future research direction.According to this result,this paper draws the following conclusions:(1)relative leader-member exchange has significant positive effect on employee creativity.(2)Psychological ownership has fully mediated the relationship of relative leader-member exchange and employee creativity.(3)Differentiated Leader-member exchanges play the positive moderation role into the relationship between relative leader-member exchange and psychological ownership.When Differentiated Leader-member exchanges is high,relative leader-member exchange is greater that more can stimulate the Psychological ownership.The innovation points of this article are as follows.(1)The mechanism between relative leader-member exchange and creativity is unclear,This paper think that relative leader-member exchange has significant positive effect on employee creativity,and study the effect mechanism of relative leader-member exchange on employee creativity used by a cross-level model,in order to rich the study about relative leader-member exchange.(2)There is no conclusion about Differentiated Leader-member exchanges have dark side or bright side,the existing researches most believe leader distinction between members makes members feel unfair,and produce a series of negative behavior,but this paper,based on the perspective of social comparison,using hierarchical analysis to verify Differentiated Leader-member exchanges have the bright side,and the scholars can be objective view of the Differentiated Leader-member exchanges in the future.(3)From the perspective of theory of multi-extension LMX theory research,the original research mostly focused on the individual level,this paper combining individual level within the team and team level rich LMX theory development.