Research On The Relationship Between Authentic Leadership And R&D Staffs' Work Input In High-tech Enterprises

In the government work report of the 13 th National People's Congress in 2018,Premier Li Keqiang pointed out that in the past five years,the high-tech industry has grown at an average annual rate of 11.7%.The high-tech industry has continued to develop rapidly and has become China's industrial structure optimization and upgrading.An important driver of growth.As the leader of high-tech enterprises,R&D staffs are the human factors that can influence the direction and growth of the company.How to make R&D staffs voluntarily give their own strength to the organization,give full play to their talents,and actively invest in R&D work is especially important today.The particularity of the innovation activities undertaken by R&D staffs determines the group's need for “respected”,“autonomous” and “self-value authenticization”,that is to say,the motivation and motivation of improving their positive explicit behavior are summarized.As determined by the internals of the body,they only have better control over their own behavior to ensure a stable and long-lasting high level of work commitment.Therefore,it is very important for enterprises to improve the psychological quality of R&D staffs and stimulate the active work of R&D staffs.As an important aspect of psychological capital,self-efficacy is not only a key source of behavioral motivation,but also a firm belief that individuals overcome difficulties and solve problems.Compared with other leadership styles,authentic-life leadership has the same characteristics of maintaining values and behaviors,emphasizing openness and authenticity.It can motivate employees' internal work motivation,enhance R&D staffs' s innovative spirit and tenacity,and increase confidence in completing work.Thereby improving self-efficacy.Therefore,whether authentic-life leaders can improve the self-efficacy of R&D staffs and improve their work input is the key issue of this paper.This paper puts forward the research hypothesis between authentic leadership,self-efficacy and work input,and constructs a theoretical model.By using the maturescale developed by scholars to form a questionnaire,taking the high-tech enterprise R&D staffs in Chongqing as an example,403 data samples were collected through questionnaires,and SPSS21.0 was used to empirically analyze the data to verify the proposed research.Hypothesis and model,the results show that:(1)authentic-life leadership and its dimensions—self-awareness,internalization ethics,and the impact of balanced processing on work input have been verified,and the impact of relationship transparency on both has not been verified;authentic-life leadership and its dimensions— self-awareness,internalized morality,balanced processing,and the impact of relationship transparency on self-efficacy have also been validated;(3)the impact of self-efficacy on work input has been verified;(4)The mediating role of self-efficacy in authentic leadership and job engagement has also been validated.Finally,three corresponding management suggestions are put forward on the research results.It has certain reference value for how high-tech enterprises can effectively improve the self-efficacy of R&D staffs,improve work input,generate high performance and release potential.