Research On The Relationship Between Empowering Leadership And Knowledge Employees’ Innovative Behavior

Empowering leadership refers to through with subordinates to share power, andenhance the subordinate intrinsic work motivation and incentive levels.Through a series of empirical researches, this study discusses the structuraldimension of empowering leadership, the effect of empowering leadership oninnovative behavior of knowledge employees, mediating effect of perceivedorganizational support and affective commitment between empowering leadership andknowledge employees’ innovative behavior. Research results show that:(1) Empowering leadership has three dimensions: working support, decisionparticipation and job monitoring in Chinese context;(2) The questionnaire of empowering leadership has good reliability and validity,which comply with the requirement of psychometrics;(3) Empowering leadership has significant positive effect on innovative behaviorof knowledge employees, the three dimensions respectively have significantpositive effect on innovative behavior of knowledge employees;(4) Affective commitment has partial mediating effect on empowering leadershipand knowledge employees’ innovative behavior; perceived organizationalsupport has partial mediating effect on empowering leadership and knowledgeemployees’ innovative behavior(5) The total score of empowering leadership, working support and decisionparticipation exist differences in gender, educational background, workexperience and other variables.