Studying On Impact Of Paternalistic Leadership To Knowledge Worker’s Innovation Performance:The Role Of Organizational Identification And Leader’s Innovative Expectation

The convening of nineteen party,sounded the strong horn,of speeding up the construction of an innovative countty.Innovation is the first driving force to lead the development of our country,and it is also the strategic support for our country to build a modern economic system.Innovation has always been an important topic for scholars to pay attention to.Some scholars believe that the individual innovation of employees is the source of enterprise innovation,and it is also the fundamental motive force and foundation for improving the performance of enterprise innovation.Knowledge workers are the most active core resources in the enterprise technological innovation system,and have high innovation.Therefore,how to give full play to the creativity of knowledge workers and improve their innovation performance is becoming more and more critical.Leaders are also the core of enterprises.They have an important influence on the improvement of employees’ psychological motivation,the stimulation of innovation and the improvement of organizational performance.Leaders’ different management styles may have entirely different effects.With the growing emphasis on localization in management,paternalistic leadership is an oriental management style that is considered to be different from the West.In addition,because employees’ behaviors are influenced by employees’ psychological state,organizational members’ sense of belonging and identification affect the centripetal force and cohesion of an enterprise,and ultimately affect their performance.So.How to motivate knowledge workers’ innovative performance,which way of leadership is more effective and how to cultivate their sense of identity is a continuous concern of organizational managers and theorists.Human behavior is dominated by its ideological or psychological factors.Based on this,we have further envisaged that we can combine the organizational factors that affect the company and the psychological factors of employees,to explore its impact on employee innovation performance.Through literature review,We found that although some scholars have studied the relationship between paternalistic leadership and employee innovation performance,yet no scholars have studied the mediating mechanism of organizational identification.There are also few scholars to study the impact of leader’s positive expectations on the employees.Therefore,based on previous studies,this paper focused on exploring the influence mechanism of paternalistic leadership on knowledge workers’ innovative performance.However,employees’ perception of their organization’s expectation for innovation and employee’s recognition of the organization affect employees’ psychological feelings on the organization and ultimately act on their behavior.Therefore,the introduction of leader’s innovative expectation as a moderating variable and organizational identification as a mediating variable.lt attempts to depict the subjective assessment of employees’ organization and leadership,and then make psychological responses to the evaluation results,and finally turn into a general train of thought for employee behavior response,so as to reveal the inherent mechanism of the evolution of knowledge employees’ innovation performance.The main conclusions of this paper are as follows:(1)The paternalistic leadersh-ip defined in this article discusses the two dimensions of authoritarian leadership and benevolent leadership.Among them,authoritarian leadership has a significant negative correlation with knowledge workers’ innovative performance,while benevolent leade-rship and knowledge workers’ innovative performance are inverted U.(2)Authoritarian leadership has a negative impact on employee organizational identification,while benevolent leadership has a significant positive effect on employee organizational identification.(3)OrganizationaI identification plays a mediating role between paternalistic leadership and employee’s innovation performance,that is,paternalistic leadership can indirectly affect employee’s innovation performance through organizational identification.(4)Ieader’s innovative expectation plays a positive moderating effect between organizational identification and knowledge workers’innovative performance,that is,when employees perceive the higher leader’s innovative expectation,employees’ organizational identification can promote their innovative performance.According to the research conclusion,this paper provides relevant management suggestions for enterprise managers:(1)Temper justice with mercy,grasp the "degree" of management,adhere to the principle of "everything has degree,too much is as bad as too little".(2)Starting from their own management,improve employee affective dependence and recognition,focus on the same promotion of organizational identification.(3)Adopt more incentive strategy to manage employe-es,pay attention to the important role of positive expectation on employees.