| At present,the international competition intensifies gradually.Therefore,it is an urgent problem for enterprises to solve how to maitain the sustainable development of enterprises.In the practice of organiazaitinal management,an organization has to find the right balance between using rules and procedures to make work performance predictable and innovation to adapt to problems,opportunities,and unusual situations.The prosperity of Huawei,and the loneliness of Kodak and Nokia reveal the importance of innovation for enterprises' development.Thus,it can be seen that innovation is the key to maintain the competitiveness of an organization,and plays an important role in the sustainable development of an organization.It is of great economic and social significance to study the influencing factors of innovative performance.Leadership plays a key role in the influencing factors of innovative performance,and among many types of leadership,empowering leadership has an important impact on innovative performance.In the team context,the mechanism of team-directed empowering leadership on innovative performance based on sharing perspective has been extensively studied.However,team leaders don't always indiscriminately empower different members in the team.Instead,team leaders carry out differential empowering,which may affect the performance of teams and individuals.In addition,the current research on the outcome variables of differentiated empowering leadership only discusses the relationship between differentiated empowering leadership and team performance,individual performance,antiproductive behavior,career satisfaction.The impact of differentiated empowering leadership on innovative performance and its mechanism need to be explored.Scholars believe that there are two ways for the effect of team situational factors: One is that team situational factors change individual behaviors and results,the other is that team situational factors change team behaviors and results,and they complement each other.Moreover,team leadership behavior includes average leadership behavior based on sharing perspective and differentiated leadership behavior based on configuration perspective,which are different from and complementary to each other.Through literature review and analysis,this paper summarizes the existing research deficiencies,and discusses the impact mechanism of differentiated empowering leadership on innovative performance in team context,which is divided into three sub studies: thefirst study,the impact mechanism of differentiated empowering leadership on employees' innovative performance;the second study,the impact mechanism of differentiated empowering leadership on team innovative performance;the third study,the moderating effect of differentiated empowering leadership on the relationship between team-directed empowering leadership and employees' innovative performance.According to social identification theory,team members experience social classification,social comparison and positive differentiation through their perception of differentiated leadership,which will affect the formation of team identification and leadership identification,and then affect individual performance.However,the existing research on differentiated empowering leadership is mainly based on the perspective of justice and trust.Therefore,based on the theory of social identification,the first study of this paper explores the impact of differentiated empowering leadership on employee innovative performance and its mechanism.Through a matched questionnaire survey of 706 team members and their colleagues from 99 teams,it is found that:differentiated empowering leadership has a significant negative impact on employees' innovative performance;differentiated empowering leadership has a significant impact on team identification,team identification plays a cross-level mediate role between differentiated empowering leadership and employees' innovative performance;differentiated empowering leadership has a significant negative impact on leader identification,and leader identification plays a cross-level mediate role between differentiated empowering leadership and employees' innovative performance.Scholars hold different views on the effect of differentiated leadership on team results.Forrester(2000)also put forward a debate on "whether selective empowering is beneficial or unfavorable".Studies only have explored the negative effects of differentiated empowering Leadership.Compared with single discussion of positive and negative effects,it is more meaningful to identify the contingency factors that affect the effect of differentiated empowering leadership on team results and stimulate the positive effect of differentiated empowering leadership.In the condition of justice process effect,individuals will feel fair even if the result is unfavorable.The connotation of the zhongyong is to hold both ends and allow the middle,reflecting the view that the way of zhongyong is one and two sides.Therefore,the second study of this paper discusses the boundary affecting the effect of differentiated empowering leadership on team innovative performance,which is the influence of procedural justice climate and zhongyong thinking on therelationship between differentiated empowering leadership and team innovative performance.Based on a matched questionnaire survey of 253 team members and their team leaders from 48 teams,it is found that: procedural justice climate moderates the relationship between differentiated empowering leadership and team innovative performance,when procedural justice climate is at a higher level,it can be differentiated empowering leadership has a positive correlation with team innovative performance,and when the level of procedural justice climate is lower,differentiated empowering leadership has a negative correlation with team innovative performance;zhongyong thinking moderates the relationship between differentiated empowering leadership and team innovative performance,when the average level of zhongyong thinking of team members is higher,differentiated empowering leadership has a positive correlation with team innovative performance,when the average level of zhongyong thinking is lower,differentiated empowering leadership is negatively related to team innovative performance.In the team context,team-directed empowering leadership based on sharing perspective and differentiated empowering leadership based on configuration perspective exist at the same time,but it has not been paid attention to the interaction of differentiated empowering leadership and team-directed empowering leadership on innovative performance.In addition,based on the Ability-Motivation-Opportunity(AMO)theory,the fanctos influencing performance include ability,motivation and external opportunity.Team-directed empowering leadership influences subordinate and team innovative performance by influencing subordinate ability and motivation and external opportunity.Given the first study and the second study has explored the impact of differentiated empowering leadership on employees' and team innovative performance,the third study of this paper emphatically discusses the moderating effect of differentiated empowering leadership on team-directed empowering leadership-innovative self-efficacy-employees' innovative performance,team-directed empowering leadership-intrinsic motivation-employees' innovative performance,team-directed empowering leadership-team knowledge sharing-employees' innovative performance and team-directed empowering leadership-team knowledge sharing-team innovative performance mechanism.Based on a matched questionnaire survey of 753 team members and their colleagues from 111 teams,it is found that: differentiated empowering leadership moderates the relationship between team-directed empowering leadership and subordinate innovative self-efficacy;differentiated empowering leadership moderates the mediate role ofinnovative self-efficacy between team-directed empowering leadership and subordinate innovative performance;differentiated empowering leadership moderates the relationship between team-directed empowering leadership and subordinate innovative intrinsic motivation,and the moderating effect of differentiated empowering leadership on team-directed empowering leadership-intrinsic motivation-employees' innovative performance are not significant;differentiated empowering leadership does ont moderate the relationship between team-directed empowering leadership and team knowledge sharing,and the moderating effect of differentiated empowering leadership on team-directed empowering leadership-team knowledge sharing-employees' innovative performance and team-directed empowering leadership-team knowledge sharing-team innovative performance are not significant.This paper creatively discusses the impact mechanism of differentiated empowering leadership on employees' innovative performance,the impact mechanism of differentiated empowering leadership on team innovative performance,and the moderate effect of differentiated empowering leadership on the relationship between team-directed empowering leadership and innovative performance.This paper enriches differentiated leadership,team situational empowering leadership,the outcome variables of differentiated empowering leadership and the influencing factors of innovative performance,broadens the theoretical research perspective of differentiated empowering leadership,makes up for the deficiency of the research on the effect of differentiated empowering leadership,expands the research on the moderate role of differentiated empowering leadership,and provides some management enlightenment and suggestions for organizational innovative management and leaders' empowering strategy. |
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