Study On The Influence Mechanism Of Empowering Leadership On Employee’s Innovation Behavior

In the information economy times,the external business environment is highly uncertain and the competition among enterprises is extremely fierce.The enterprise technology innovation which takes the R&D team as the core has been unable to meet the competition demand of enterprises,so how to optimize the organizational innovation structure and enhance their own innovation ability in order to achieve long-term survival and sustainable development become the focus of common concern in practice and academia.As the starting point of enterprise innovation,employee innovation behavior is of great significance in maintaining competitive advantage and improving innovation performance.Therefore,how to motivate employees to innovate and promote workers to work creatively is especially important for the future development of the company.In recent years,empowering leadership has been favored by scholars for sharing power with employees,encouraging employees to participate in decision-making,providing freedom and support for employees to work independently,helping employees achieve personal growth,etc.However,the influence mechanism of empowering leadership on employee’s innovation behavior is still unclear,and more scholars call for enriching the exploration of its internal function mechanism.Under this background,on the basis of social exchange theory and social identity theory,this paper takes organizational commitment as a mediating variable while considering perceived insider status as a moderating variable,and constructs the research model including authorized leadership,organizational commitment,insider identity perception and employee innovation behavior to explores the inherent mechanism of between empowering leadership and employee innovation behavior.By referring to or synthesizing the mature scale developed by previous scholars,the formal questionnaire of this paper is determined after appropriate modification and small-scale prediction test.This research takes On-the-job employees of Chinese Enterprises as the research object,and conducts formal research in Nanjing,Jinan,Xuzhou,Hangzhou,Suzhou,Shenzhen,Beijing,Shanghai,Guiyang and other cities.Using data analysis software SPSS 22.0,Amos 21.0 and Process,296 valid questionnaires are analyzed by descriptive statistical analysis,reliability analysis,confirmatory factor analysis,variance analysis,correlation analysis,hierarchical regression analysis and structural equation path analysis.And the hypothesis of this paper is tested.The main conclusions of this paper are as follows:(1)empowering leadership,organizational commitment,perceived insider status and employee innovation behavior have significant differences in different demographic variables.(2)Empowering leadership has a significant positive impact on employee innovation behavior.(3)Empowering leadership has a significant positive impact on organizational commitment.(4)Organizational commitment has a significant positive impact on employee innovation behavior.(5)Organizational commitment play a partial intermediary role in the relationship between authorized leadership and employee innovation behavior.(6)Perceived insider status positively regulates the relationship between empowering leadership and organizational commitment,that is,the higher the level of employees’ perceived insider status,the more obvious the role of empowering leadership in promoting organizational commitment.In addition,perceived insider status is also positively regulating the mediating role of organizational commitment,that is,the higher the level of employees’ perceived insider status,the more obvious the indirect effect of empowering leadership on employee’s innovation behavior through organizational commitment.Based on the above research conclusions,this paper puts forward the following management inpirations:(1)Enterprise managers should pay attention to the individual differences among employees and effectively implement targeted management;(2)Enterprises in China can use empowering leadership to stimulate employees’ innovation behavior;(3)It is suggested that the level of organizational commitment of employees should be improved through organizational construction,so as to strengthen the positive role of empowering leadership on employee’s innovation behavior;(4)Enterprise managers should pay attention to the differences in improving the level of organizational commitment and the effectiveness of empowering leadership among groups with different levels of perceived insider status.