Empirical Study On Impact Of Leadership Style To Knowledge Employees’ Innovative Behavior

In October2012, the CPC central committee, the state council issued the "on deepeningthe reform of scientific and technological system to speed up the construction of nationalinnovation system opinion", and "Twelfth Five-Year Plan" are proposed in order to improvethe ability of independent innovation as the core. Perceivably innovation ability is the core ofcompetitiveness, so the country actively establish with enterprise as the main body of theinnovation system, encourage enterprises to improve the ability of independent innovation.Employees’innovation behavior is the foundation of the enterprise’ innovation, thereforefactors of affecting employee innovation behavior will become the focus of research scholars.In many of the variables with affecting employee innovation behavior, it’s worth researchproblems that different leadership styles are how to influence staff innovation behavior.In reality, the knowledge staff has become the backbone of the enterprise innovation, andtheir innovation behavior and the survival and development of enterprises share joys andsorrows. Through the study is about influence whether transformational leadership andtransactional leadership are positive to knowledge employee innovation behavior, if they’represent, the organization in human resource development and management in the process, canchoose or try to cultivate leaders who have positive effects on organization, this caneffectively motivate innovation behavior, so as to realize the vision and objectives of theorganization.This study puts forward the research hypothesis in transformational leadership,transactional leadership, creative self-efficacy and employee innovation behavior based on thepresent research at home and abroad, through questionnaire survey to the knowledge staffs inXinjiang, Hebei and Beijing, this paper analyzes how the transformational leadership andtransactional leadership impact knowledge employee innovation behavior with usingdescriptive statistics analysis, reliability and validity analysis, correlation analysis, regressionanalysis and intervening variable inspection method. The results are as follows:First, the following virtue, vision incentive, leadership, individualized care fourdimensions of the transformational leadership and staff innovation behavior are significantlypositive influence and it’s consistent with the vast majority of scholars’ research. The visionincentive and individualized care have the biggest influence on employee’s innovationbehavior. Second, the following virtue, vision incentive, leadership, individualized care fourdimensions of the transformational leadership and creative self-efficacy are significantlypositive influence. The vision incentive has the biggest influence on creative self-efficacy.Third, creative self-efficacy and knowledge employee innovation behavior aresignificantly positive influence.Fourth, creative self-efficacy all play a part of the intermediary role on the relationshipof transformational leadership’ four dimensions and the knowledge staff innovation behavior.Fifth, contingency reward, active management by exception and passive management byexception three dimensions of transactional leadership and the staff innovation behavior aresignificantly positive influence, the influence of the contingency reward is the largest, theinfluence of passive management by exception to the innovation behavior did not support thehypothesis.Sixth, contingency reward, active management by exception and passive management byexception three dimensions of transactional leadership and staff creative self-efficacy aresignificantly positive influence, the active management by exception influence is the largest,the second is contingency reward, the influence of passive management by exception tocreative self-efficacy did not support the hypothesis.Seventh, creative self-efficacy play a part of the intermediary role on the relationship ofcreative self-efficacy and contingency reward, active management by exception, it plays amediating role on the relationship of passive management by exception and innovationbehavior.Eighth, Transactional leadership play a greater role in promoting on employee innovativebehavior than transformational leadership.Enterprise innovation is impossible without staff innovation behavior, leadership stylesas one of affecting employee innovation behavior situation factors, the research on how theyhave influence on the staff’s innovation behavior has a certain significance to strengthen theenterprise innovation ability. At the same time, the influences of ordinary employees involvedin the majority, knowledgeable employees were less in the previous research on the influencesof leadership styles to staff innovation behavior, and the research on influence abouttransformational leadership and transactional leadership on staff innovation behavior at thesame time is also rare. So it has certain theoretical significance to research the the influence of different leadership styles to knowledge employee innovation behavior.