The Effect Of Inclusive Leadership On New Generation Employees’ Job Performance

The new generation of employees was born after the reform and opening up.When they grew up and the Internet came into being,they had a strong sense of self.There were significant differences between the new generation of employees and the older generation in terms of thought,behavior and personality characteristics.Inclusive leadership conforms to and meets the trend of talent diversification management.FEmphasis is laid on the differences in background,culture and personality of employees.Due to the lack of work experien ce of the new generation of employees,the ability to deal with problems in work is still lacking.Therefore,inclusive leaders can encourage employees to actively seek the help and support of their superiors,and give professional solutions,which is conducive to the improvement of individual work performance,and more and more scholars pay attention to it.However,the current research on inclusive leadership is limited.Therefore,based on the current situation of orsganizational management in China,this paper identifies the new generation of employees as the research object,focusing on the empirical relationship among inclusive leadership,psychological capital and job perform ance.This paper takes inclusive leadership as independent variable,job performance as dependent variable,psychological capital as intermediary variable,new generation employees as the main research object,combined with theoretical basis,puts forward the research hypothesis,and constructs the theoretical model of"inclusive leadership-psychological capital-job performancel".Through the improvement and adjustment of existing questionnaires,the main contents of the formal questionnaires needed in this paper are determined through data analysis,screening and optimization of the pre-test questionnaires.According to the statistics,362 valid questionnaires were collected,and data quality and hypothesis tests were carried out using SPSS23.0 and AMOS 17,0 software.The main conclusions are as follows:(1)Inclusive leadership has a significant impact on psychological capital and job performance;(2)psychological capital has a significant impact on job performance;(3)psychological capital has a mediating role between inclusive leadership and job performance;(4)openness has a more significant impact on relationship performance and optimism in all dimensions of inclusive leadership;(5)verifying the mediating role of each dimension of psychological capital one by one;(6)In the control variables,"under 25 years old" is significantly different from "31-35 years old’",and"joint venture/foreign-funded enterprise" and" private/private enterprise" are significantly different from "state-owned enterprise".By exploring the relationship between inclusive leadership and the performance of new generation employees,this paper provides new ideas for the management,training and development of new generation employees.At the same time,it puts forward management opinions and suggestions for leaders on the research results.More aggressively adopt inclusive leadership to guide employees to generate positive work attitudes and improve individual task performance and relationship performance.In addition,this paper also proposes corresponding solutions and future research prospects based on the shortcomings and defects in the research.