Research On The Influence Of Authentic Leadership On Front Line Staffs’ Innovative Behavior

Since the 18 th CPC National Congress,the CPC Central Committee has consistently regarded science and technology as an important driver of the country’s economic and social development.The report of the Party’s 20 th National Congress further clarified that "Science and technology are the primary productive forces,human resources are the primary resources,and innovation is the primary driving force.We should thoroughly implement the strategy of rejuvenating the country through science and education,the strategy of strengthening the country through human resources,and the strategy of innovation-driven development." It fully shows that the economic development of socialism with Chinese characteristics in the new era not only lies in the continuous expansion of enterprise scale,but also needs the continuous improvement of enterprise talent quality.On the one hand,the development of science and technology is leading the progress of emerging industries and promoting the upgrading and updating of traditional industries.On the other hand,the development of science and technology requires enterprises to continuously increase the training and investment in innovative talents,and find new modes,new thinking and new technological means to stimulate the innovation ability of employees,so as to achieve innovation-driven development.Talent is the first resource,is an important guide and lasting driving force for high-quality development of enterprises.Respect for talent and creativity is a prerequisite for scientific and technological development,industrial innovation and national prosperity.It has been pointed out that an enterprise leader can stimulate employees’ intrinsic potential and work motivation by providing them with posts matching their abilities or giving them external material rewards to a certain extent.The second part of the research believes that the positive leadership style can also have an important impact on enterprise innovation and employee innovation.Among them,authentic leadership style,as a leadership style with positive,optimistic,honest and other noble characters,can have a positive impact on the innovation of the organization and employees through its good personal moral character,values and beliefs in line with the behavior,so that employees are more willing to take the initiative to propose innovative ideas and easier to put ideas into practice.With the deepening of relevant researches on authentic leadership style,many scholars have studied it from sociological aspects such as social exchange theory,social identity theory and social learning theory.The results show that authentic leadership style has significant positive effects on employee organization,team and individual innovation performance,knowledge sharing behavior among employees,and deviant innovation behavior of employees.However,the current research on authentic leadership and grassroots employees’ innovative behavior from other theoretical perspectives such as self-determination theory and resource conservation is a little insufficient,which requires further detailed research.This thesis has conducted relevant active exploration.Based on the current economic situation in China,this thesis explores the survival and growth of enterprises through literature research,questionnaire survey and statistical analysis.Firstly,this thesis summarizes the relevant research literature of domestic and foreign scholars on authentic leadership,intrinsic motivation,innovative behavior of grassroots employees and working years.From the perspective of self-determination theory and resource conservation theory,we take authentic leadership as the independent variable,grassroots employees’ innovative behavior as the dependent variable,intrinsic motivation as the mediating variable,and working years as the moderating variable.The four of them jointly build a theoretical model and propose specific research hypotheses.The maturity scale used in previous studies was selected to design a questionnaire and conduct a preliminary survey.297 effective survey samples were distributed,recovered and screened through both online and offline channels.Subsequently,multiple statistical analysis tools were used for data testing and empirical analysis,and finally the research conclusion of this thesis was drawn.The results show that:(1)Authentic leadership has a significant positive effect on the innovation behavior of grassroots employees;(2)Authentic leadership has a significant positive effect on intrinsic motivation;(3)Intrinsic motivation plays a mediating role in the influence of authentic leadership on the innovation behavior of grassroots employees;(4)Working years have a moderating effect on the process of endogenous motivation and innovation behavior of grassroots employees.Based on the final research conclusions,this thesis puts forward the following suggestions.First,from the perspective of enterprise leadership,it believes that enterprises should give full play to the benchmarking role of authentic leadership,establish and improve the cultivation mechanism of authentic leadership traits,continuously increase the proportion of authentic leaders among senior managers within enterprises,and improve the internal environment of enterprises.Provide more fair,just and open innovative work environment and innovation implementation channels for grassroots employees,and constantly explore the "driving force" of the enterprise.Second,from the perspective of grassroots employees,on the one hand,continue to strengthen the humanistic care for grassroots employees with high working years,improve welfare and security benefits,strengthen enterprise cohesion,and enhance the internal motivation and innovation enthusiasm of grassroots employees with high working years.On the other hand,the grass-roots staff with low working years but high intrinsic motivation should be properly "delegated",so that they can be more independent in putting forward innovative ideas and have certain operability in implementing innovative behaviors,so as to further promote the generation of innovative behaviors of the overall grass-roots staff.It is hoped that this study can make up for the shortcomings of existing studies and provide new ideas and methods for enterprises to improve the innovation level of grassroots employees.