Research On Contagion Of Leader-Member Innovative Motivation

Employee innovation is the driving force for the survival and development of enterprises at this stage,so “how to stimulate employees’ innovative motivation and behavior” has become a hot topic in the theoretical and practical fields.Scholars have different opinions on the relationship between employee innovation and High-Performance Work System which is the combination of human resource practices widely used in organizations.So in this organizational context,what role will leadership plays in the process of influencing member’s innovative motivation and behavior?Based on the Leader-Member Innovative Motivation Contagion Model,this paper selected Leader’s Innovative Motivation Clues,Member’s Innovative Motivation and Member’s Innovative Behavior as key variables,and explored the process of leaders influencing their member’s innovative motivation and behavior.Then,this paper selected High-Performance Work System as the contextual variable,considered from individual perspective,and explored the moderating roles of different HPWS Attributions.This paper is mainly divided into two stages: pilot survey and formal survey.In the pilot survey,we developed the scale of Leader’s Innovative Motivation Clues,and selected the maturity scale to measure Member’s Innovative Motivation,Member’s Innovative Behavior,HPWS Well-Being Attribution and HPWS Performance Attribution.Then we collected 286 questionnaires and tested the reliability and validity of these scales.In the formal survey,we collected 453 valid questionnaires from high-tech enterprises in Guangdong,Shanghai,Beijing and other places.Based on the reliability and validity test,common method bias test,descriptive statistical analysis,correlation test and hypothesis test,we found that:(1)Leader’s Innovative Motivation Clues are positively related to Member’s Innovative Behavior,and Member’s Innovative Motivation play a mediating role during them.(2)High-Performance Work System Well-being Attribution positively moderates the relationship of Leader-to-Member’s Innovative Motivation and Behavior.(3)High-Performance Work System Performance Attribution negatively moderates the relationship of Leader-to-Member’s Innovative Motivation,but not to Member’s Innovative Behavior.Through the explanation and examination of Leader-Member Innovative Motivation Contagion under different HPWS Attributions,this paper expands the theoretical and practical significance of Leader-Member Innovative Motivation Contagion Model,widens the relevant research of High-Performance Work System from individual perspective,and provides ideas and enlightenment for future research and organization management.