Self-leadership Of Chinese Employee: Impact Factor And Mechanisms

Self-leadership is the process of influencing oneself to establish the self-directionand self-motivation needed to perform. In the era of knowledge economy, enterpriseshave been eager to foster employee who is autonomous and aggressive in the fastchanging environment. The researches on self-leadership abroad have had somesuccess, a significant influence from self-leadership to innovative behavior has alsobeen proven. But this has not been proved in Chinese condition. Therefore，a researchon the structure on self-leadership of Chinese employee and the relationship researchwith leader empowerment and innovative behavior are necessary.In this study, we used the literature review, open interviews, questionnaires todevelop self-leadership initial questionnaire; then, we revised leader empowermentquestionnaire, Organizational-based self-esteem questionnaire and innovativebehavior questionnaire through preliminary examination and item analysis. Next, weused empirical methods such as correlation analysis and regression analysis toanalysis self-leadership, leader empowerment, Organizational-based self-esteem andinnovative behavior. The results showed that:(1) Self-leadership is amulti-dimensional concept, including self-reward, reference inspiration, mentalimagery, self-goal setting and self-talk.(2) Leader empowerment has a significantnegative impact on self-leadership and innovative behavior.(3) Self-leadership have asignificant negative impact on Organizational-based self-esteem and innovativebehavior.(4) Organizational-based self-esteem has partial mediate effect on Leaderempowerment and innovative behavior. Finally, according to the conclusions, weproposed the self-leadership to enterprise management. Due to the insufficient of thisstudy, we have also put forward the future research prospects.