Research On The Mechanism Of Innovative Motivation Contagion From Members To Leaders

As the core resource of an organization,employees’ potential for innovation and sense of autonomy are constantly emerging as a topic of concern in both the practical and theoretical communities.Well-known companies at home and abroad are concerned about the influence of employees and have tried to launch "Reverse Mentoring" programs to help leaders make decisions and improve organizational performance,but with limited success.The reason is that whether employee innovation can bring positive impact to the organization ultimately depends on whether it can be recognized and supported by leaders,otherwise it will be difficult to translate into organizational innovation performance.Especially in the context of organizations with Chinese characteristics,how can employees "upward" influence and motivate leaders to jointly achieve organizational innovation?From the perspective of "Motivational Contagion",this study takes Self-Determination Theory and Affective Events Theory as the theoretical basis,selects Member’s Innovative Motivation Clues and Leader’s Innovative Motivation as key variables,and focuses on the subtle transmission process of innovative motivation from members to leaders.At the same time,this study selects Thriving at Work as a mediating variable from the perspective of individual perception,Relationship and Performance Pressure as moderating variables from the perspective of organizational context,and gradually opens the "black box" of motivation infection through a mixed study to reveal the internal mechanism of innovative motivation contagion from members to leaders in Chinese and organizational typical contexts.The study was divided into two main phases: scenario experiment and questionnaire survey.In the experimental study,to initially explore the influencing factors in the contagion process,four contexts were designed according to different level combinations of Relationship and Performance Pressure,and subjects were invited to participate in the contextual simulations.After analyzing 157 valid experimental data,it was found that Innovative Motivation Contagion from Members to Leaders is differentially influenced by different levels of Relationship and Performance Pressure.In the questionnaire study,a conceptual model of Innovative Motivation Contagion from Members to Leaders was constructed,and the questionnaire was designed and distributed,and 348 valid questionnaires were finally returned.The questionnaire data were analyzed in order to further dissect how Member’s Innovative Motivation Clues infects Leader’s Innovative Motivation by promoting Thriving at Work,and to explore the influence mechanisms of Relational Energy and Performance Pressure in the process of innovative motivation contagion from members to leaders.The final results show that:(1)Member’s Innovative Motivation Clues positively affect Leader’s Innovative Motivation.(2)Thriving at Work plays a mediating role between Member’s Innovative Motivation Clues and Leader’s Innovative Motivation.(3)Relational Energy has a positive moderating effect in the contagion process of Member’s Innovative Motivation Clues on Leader’s Innovative Motivation and the promotion process of Member’s Innovative Motivation Clues on Thriving at Work.(4)Performance Pressure has a negative moderating effect in the contagion process of Member’s Innovative Motivation Clues on Leader’s Innovative Motivation,but has no significant moderating effect on the promotion process of Member’s Innovative Motivation Clues on Thriving at Work.By explaining the internal mechanism of innovative motivation contagion from members to leaders in organizations,this study not only changes the traditional research perspective in theory,but also focuses on the bottom-up influence of members on leaders,which enriches and expands the theoretical connotation and application boundary of motivational contagion research in the field of organizational innovation.At the same time,this study also helps organizational innovation break through the hierarchical boundary in practice,and deeply explores the proactive innovation spirit and upward management ability of employees,which provides a new idea for stimulating the innovation vitality of grassroots under the background of the new era and creating a good working environment of "the enterprises dare to do" by "the masses dare to create".