The Effect Of Implicit Followership Prototype-Trait Matching On Innovation Performance

As the core element of the competitiveness of the enterprise,the staff innovation has received extensive attention from the scholars.As a manifestation of employee creativity in organization,innovation performance refers to employees’ creation,it means introduction and implementation of new ideas in work roles,organizations or groups in order to enhance their role performance,organization or group performance.Under the increasingly fierce market competition,business managers are eager to achieve the purpose of achieving employee innovation performance by enhancing their innovative capabilities.However,organizational context is a multi-directional interaction process.Employees’ innovation performance is not only influenced by their own factors,but also significantly influenced by organizational situations and leaders.As the most direct leader of the subordinates in the organizational situation,the leader’s influence on the employee’s innovation performance is particularly important.So the research of leadership and subordinate influence interaction on innovation performance is very important.This study within the implicit followership theories,explores the influence when leaders and subordinates follow trait,prototype scenarios on employee innovation performance,the leader of the pre-existing,the following traits and behavioral characteristics held by expectations and assumptions affiliated with the actual performance characteristics in the actual work,degree of influence on innovation performance of employees.Besides,this study regards organizational self-esteem in organizational self-concept as a breakthrough point,and explores the mediating role of organizational self-esteem in the relationship between leader and subordinates following prototype trait matching and innovation performance.Based on the existing research,we use SPSS17.0 、 liserl18.0 software and polynomial regression equations to make data analysis,the conclusions are as follows:(1)In the case of leader-follower congruence,innovation performance is higher when followers and leaders are aligned at a high level of followershipprototype and followership trait than when they are at a low.(2)In the case of incongruence,there is no difference on innovation performance when a follower’s followership trait is higher than a leader’s as compared to when a leader’s followership prototype is higher than a follower’s followership trait.(3)In the case of leader-follower congruence,organizational self-esteem is higher when followers and leaders are aligned at a high level of followership prototype and followership trait than when they are at a low.(4)In the case of incongruence,organizational self-esteem is higher when a follower’s followership trait is higher than a leader’s as compared to when a leader’s followership prototype is higher than a follower’s followership trait.(5)Organizational self-esteem mediates the effect of followers and leaders are aligned at a high level of followership prototype and followership trait on innovation performance.