Research On The Influencing Mechanism Of Differential Leadership On Employee's Innovative Behavior

Under the background of the rapid development of Internet economy,with the rapid change of market and fiercer competition,all industries are facing severe challenges.In such a fast-changing environment,innovation has become the source and inexhaustible driving force for the sustainable survival and development of enterprises,and the innovative behavior of employees directly determines the innovative achievements of enterprises.Therefore,how to stimulate employees' innovative behavior is a hot issue concerned and concerned by domestic and foreign academic and practical circles.It has been found that employee innovation behavior is affected by many factors,and leadership style is one of the most important factors.At present,most of the research on the role of leadership style in innovative behavior focuses on western leadership theory,and there is little research on leadership theory with Chinese local color.Differential leadership is a kind of leadership style produced in Chinese cultural background,which reflects the unique interaction between leaders and employees in Chinese society.Compared with other leadership theories,there is still a lack of empirical research on the impact of differential leadership on innovation behavior.Therefore,it is necessary to conduct more research on the impact of differential leadership on employees' innovative behavior based on local practice.Existing empirical studies on the impact of differential leadership on employees' innovative behavior show that differential leadership has a positive predictive effect on employees' innovative behavior,but the mechanism and boundary conditions of the relationship between them need to be explored.Based on self-determination theory and organizational support theory,this study attempts to explore the mediating role of employee's insider identity perception in the relationship between differential leadership and employee's innovative behavior and the moderating role of collectivism tendency in the relationship between differential leadership and employee's insider identity perception.In this paper,288 valid samples were collected by questionnaire survey.The theoretical model was validated by statistical analysis using SPSS21.0 and AMOS17.0 software.The conclusions are as follows: first,differential leadership has a positive impact on employees' innovative behavior;second,differential leadership has a positive impact on employees' internal identity perception;third,employees.Internal identity cognition plays a mediating role between differential leadership and employees' innovative behavior.Fourthly,collectivism tendencies play a positive role in regulating the relationship between differential leadership and employees' internal identity cognition.When employees 'collectivism tendencies are high,the positive influence of differential leadership on employees' internal identity cognition is stronger,and vice versa.The results of this study further validate the positive impact of differential leadership on employees 'innovative behavior,and verify the mediating effect of employees' internal identity cognition on the relationship between differential leadership and employees' innovative behavior,and the moderating effect of collectivism tendency on the relationship between differential leadership and employees' internal identity cognition,and expand the influence mechanism of differential leadership on employees 'innovative behavior.Empirical research results provide useful enlightenment for effective employee innovation behavior management through the use of leadership style with Chinese characteristics.