The Impact Of Inclusive Leadership On Employees Job Performance

Inclusive leadership is now one of the new hot spots in the study of leadership.In China,the word "inclusive" really draws the attention of scholars from "inclusive growth"and "inclusive development".The former was proposed by the Asian Development Bank in 2007,the latter as the theme of the Boao Asia Forum in 2011,which led to the exploration of the academic community.Through the literature analysis of inclusive leadership,we can see that it has a significant impact on employee's job satisfaction and organizational performance contribution,while the focus on employee performance is not common.The convergence of the integration of economic development will inevitably lead to a strong market environment,the organization is not easy in the environment,which is obviously a need to adapt and manage the leader of the diversity of corporate culture and employee personality development,increase the vitality of enterprises and create a high performance team,staff performance management has always been business leaders are very concerned about the practice.Zhang Dali(2010)concluded that leadership style can influence employees' work performance under certain conditions,inclusive environment is an effective way to manage diversity.Based on the current stage of research,we have a connection between employee performance and inclusive leadership,but from the perspective of psychological empowerment,the relationship between them is unknown.So this paper will take a questionnaire survey,analyze the data with SPSS 18.0 software,take the psychological empowerment of the employees as the mediator of the research,and further explore the degree of the influence of inclusive leadership on the organizational employees' work performance,so as to make suggestions for enterprise management.This paper summarizes the results of previous studies,put forward two kinds of influence in the path of the relationship model innovation:one is based on the social exchange,leadership and job involvement theory,the relationship between two dimensions of inclusive leadership on job performance;the two is to study the psychological empowerment as mediating variables.To explore,inclusive leadership on employees'performance whether there is positive relationship between the effect of.The data came from 366 valid questionnaires posted on the Internet and recovered.All the employees who were filled in or were working on the job were analyzed by software analysis.(1)Inclusive leadership has a positive impact on employee performance.The performance shows positive correlation to the employee's task performance,and has a positive correlation to the staffs peripheral performance.(2)Inclusive leadership is positively related to the psychological empowerment of intermediary variable employees.(3)There is a positive correlation between employee psychological empowerment and employee performance.That is:employee psychological empowerment is positively related to employee task performance,and employee psychological empowerment is positively related to employee performance.(4)Employee psychological empowerment plays an intermediary role in the work performance of inclusive leadership.That is,employees' psychological empowerment plays an intermediary role in inclusive leadership and employee task performance;employees' psychological empowerment perception plays a mediating role in inclusive leadership on employees' contextual performance.Research implications:with the change and development of the modern organization in the workplace,employee diversity and management situation of diversification,business leaders should be more inclusive,one can create a harmonious working atmosphere,on the other hand,to improve the staff performance,the maximum utility realization enterprise personnel,the efficient operation of enterprises and management and ultimately enhance the decision-making level.