Research On Zhongyong Thinking,Leader-Member Exchange And Employees’ Innovation Behavior

The innovation performance results brought by employee innovation enhance the overall innovation strength of the enterprise and are an inexhaustible source of power for enterprise innovation.How to stimulate employees’ innovative behavior to promote enterprise development is a topic that theorists and enterprises focus on.In the study of the antecedent variables of Chinese employees’ innovative behavior,scholars have paid more and more attention to the impact of Chinese cultural factors on employee behavior.As one of the quintessence of Chinese traditional culture,Zhongyong thinking has a profound impact on individual thinking and behavior.Therefore,an indepth study of the relationship between Zhongyong thinking and the innovative behavior of employees is helpful to understand the way of thinking and behavior of employees in the context of Chinese culture,and to find ways to stimulate employees’ innovative behavior to promote enterprise development.However,there is no consensus on the research results of whether Zhongyong thinking promotes personal innovation.Meanwhile,Chinese enterprises are influenced by the Zhongyong culture,and it is difficult for enterprises to treat Zhongyong thinking of employees correctly.According to the above problems,based on the basic viewpoint of the leader-member exchange theory and ternary interaction theory,this paper introduces the leader-member exchange as a mediator variable and error aversion culture as a moderator variable to construct the mechanism of Zhongyong thinking on employees’ innovative behavior.Through literature review,theoretical research,distribution and collection of questionnaires,this paper obtained 290 valid data.Using SPSS statistical software for empirical analysis,the following conclusions are finally drawn: Firstly,there is an inverted U-shaped mechanism between Zhongyong thinking and employees’ innovation behavior.Secondly,there is an inverted U-shaped mechanism between Zhongyong thinking and leader-member exchange.Thirdly,leader-member exchange plays the moderating role in the relationship between Zhongyong thinking of employees and innovative behavior.Fourthly,Error aversion culture have a negatively moderating role on the relationship between Zhongyong thinking and leader-member exchange;the high-error aversion culture strengthens the inverted U-shaped effects between Zhongyong thinking and leader-member exchange;while in the context of low-error aversion culture,the inverted U-shaped becomes a U-shaped relationship.