Research On The Influence Of Dual Leadership On Employees Innovation Behavior

The complexity and rapid change of enterprise management environment make the improvement of enterprise competitiveness become the focus of attention.Innovation is the key measure to achieve this goal.As the core force of enterprise development and innovation,employees shoulder important tasks and responsibilities.Leadership as the command and benchmark of employee behavior,its style and behavior have a profound impact on employee innovation,and the discussion of the impact of leadership style on employee innovation behavior has become the focus of scholars.However,innovation itself has the characteristics of rapid change,high competitiveness,complexity and so on,and the traditional single leader can not better adapt to the requirements of innovation.Balanced and complementary dual leadership can effectively alleviate the conflicts in the process of employee innovation,create a good atmosphere for innovation,and then improve the innovation ability of employees.Research based on social cognitive theory and cultural capital theory,the discussion focus on power distribution enterprises how to balance the authority leadership and the leadership,while granting employees power to give employees a reasonable planning and guidance,error management atmosphere and the doctrine of the mean thought,introduced at the same time,analysis the various levels of factors affect employee innovative behavior.On the basis of reading a large number of domestic and foreign literature,this paper combs the literature review of dual leadership,error management atmosphere,mean thinking and employee innovation behavior,and constructs theoretical models and research hypotheses.Secondly,the maturity scale of each variable was selected and questionnaires were compiled.SPSS and Amos were used for descriptive statistical analysis,reliability and validity test and correlation analysis of the obtained data.Finally,HLM software was used for cross-level analysis to verify the research hypothesis.The empirical results show that :(1)ambivalent leadership positively influences employee innovation behavior;(2)Dual leadership positively influences the atmosphere of error management;(3)Error management climate positively affects employee innovation behavior;(4)Error management climate partially mediates the effect of ambivalent leadership on employee innovation behavior;(5)Neutral thinking positively moderates the relationship between ambivalent leadership and employee innovation behavior;(6)Moderation thinking positively moderates the relationship between error management climate and employee innovation behavior.Finally,based on the research results,this paper puts forward relevant suggestions to provide reasonable guidance for improving employee innovation behavior.