Research On The Influence Mechanism Of Empowering Leadership On Innovation Behavior Of Scientific And Technological Talents

With the implementation and promotion of innovation-driven development strategy,enterprises,as the main body of innovation-driven,undertake the important task of scientific and technological innovation.As the important carrier of knowledge and technology,scientific and technological talents have been engaged in innovative scientific and technological activities for a long time and are the main practitioners of scientific and technological innovation.Therefore,enterprises need to establish an effective incentive mechanism according to the characteristics of scientific and technological talents to encourage them to implement more innovation behaviors,which can not only help enterprises form sustainable competitive advantages,but also stimulate the innovation vitality of society and promote high-quality economic development.At present,compared with the research results of employee innovation behavior,fewer studies directly target on the innovation behavior of scientific and technological talents,and mainly focus on the factors affecting the innovation behavior of scientific and technological talents from the individual level.Compared with ordinary employees,scientific and technological talents as high-level human resource,have more spiritual needs than material needs for personal growth,self-realization and work autonomy.Their innovation behavior also has the characteristics of strong subjective initiative,complexity and dynamics,which are affected by many factors.As a leadership style that emphasizes authorization and gives employees autonomy,empowering leadership can give more space to the innovation of scientific and technological talents,better meet the management needs of scientific and technological talents,and play an important role in stimulating the innovation behavior of scientific and technological talents.On the basis of respecting the realistic characteristics of scientific and technological talents,this study constructs a regulated intermediary effect model based on social information processing theory and resource conservation theory,comprehensively and systematically discussing the impact of empowering leadership on the innovation behavior of scientific and technological talents,as well as the intermediary role of insider’s identity cognition and the regulatory role of work embedded in it,and puts forward corresponding hypotheses.Firstly,after studying the maturity scale and relevant literature at home and abroad,combined with the actual situation of the respondents,this study selects the measurement scale and designs the questionnaire.Secondly,on the basis of small-scale pre-test,the measurement items with low contribution to the measurement variables are eliminated to form a formal questionnaire.Lastly,the formal survey takes the effective questionnaire data of 350 middle and senior technicians from 12 science and technology enterprises in southern Jiangsu as the sample,and then uses the questionnaire data for empirical analysis to test the hypothesis.It shows that empowering leadership has a positive impact on innovation behavior of scientific and technological talents;insider’s identity cognition plays a part of intermediary role between empowering leadership and innovation behavior of scientific and technological talents;job embeddedness not only positively regulates the impact of insider’s identity cognition on innovation behavior of scientific and technological talents,but also positively regulates the mediating effect of empowering leadership on innovation behavior of scientific and technological talents through insider’s identity perception.What’s more,this paper puts forward countermeasures for enterprises to stimulate the innovation enthusiasm of scientific and technological talents for enterprises,improve the innovation achievements of scientific and technological talents,and build a high-level scientific and technological talent team,according to the research conclusion.For example,enterprises should adopt empowering leadership style and give scientific and technological talents more work autonomy;Respect the emotions and demands of scientific and technological talents,and strengthen the insider’s identity cognition of scientific and technological talents;Improve the connection and matching between scientific and technological talents and organizations,and reduce the turnover intention of scientific and technological talents.