The Influence Of Interactive Justice And Employees’ Innovative Behavior

Innovation is the basis for sustainable business development.Cultivating employees’ awareness of innovation and creating an atmosphere of corporate innovation are crucial to corporate development.The leaders in the enterprise,as the direct superiors of the employees,communicate more closely and frequently with the employees.The leadership’s working ability,working style and working attitude towards subordinates all have important influence on the growth of knowledge-based employees.One of the key factors is the level of interactive justice,which will directly affect the employees’ emotional attitude and intensity of commitment at work.Establishing a good exchange relationship between leaders and employees helps employees to develop their thinking,change their mood,and improve the efficiency of their actions,which in turn indirectly improves their innovative behavior.Interaction justice has been the focus of organizational justice theory research,however,few studies have addressed the role of the relationship between interactive justice and employee innovation behavior,especially the lack of a more comprehensive empirical analysis.The article firstly reviews the related theoretical literature,based on this,a theoretical model of the influence mechanism of interactive justice and employees’ innovative behavior is developed,proposing 14 research hypotheses.The independent variables are interaction justice,interpersonal justice,and information justice,the dependent variable is employees’ innovative behavior,the mediating variable is leadership member exchange,and the moderating variable is positive attribution.The scale of relevant variables was then designed,and the data were analyzed empirically using hierarchical linear regression by recovering the data to further test the hypotheses,and the following conclusions were obtained:(1)The validation of the main effect,interactive justice and its two included sub-dimensions of interpersonal justice and information justice both have a significant contribution to employee innovation behavior.(2)The validation of the moderating effect.it was found that positive attribution enhanced the effect of interaction justice and its two sub-dimensions on leadership member exchange and employee innovative behavior through modeling.(3)The validation of the mediating effect.It was found that both interaction justice and its two sub-dimensions have a significant facilitative effect on leadership member exchange,and there is also a positive effect of leadership member exchange on employee innovation behavior,which proves that leadership member exchange plays a partial mediating effect in it.Based on the findings of the study,this paper proposes recommendations to improve employees’ innovative behavior: In the future development of enterprises,leaders should take into account the characteristics of knowledge-based employees in the new era when formulating strict and fair reward and promotion mechanisms and making employees feel a sense of fairness in the organization.So as to appropriately delegate power and let employees assign their own work tasks within a reasonable range,so that they can give full play to their own advantages in the work process.At the same time,the management needs to improve the leadership of subordinates and show more patience and recognition,establish an atmosphere of mutual trust and respect with subordinates and enhance the communication between employees and superiors.Paying attention to the psychological state of employees and help them build a positive and good mentality.Guiding employees to positive attribution can well improve the anti-stress ability and quality of employees and then the enthusiasm for work will also be enhanced,indirectly improving the innovation ability of employees.