The Research On Relationship Of Transformational Leadership, Psychological Empowerment And Employee Innovation Behavior

Innovation is an important weapon in winning the fierce market competition， as thebasis and source of innovation， how to conduct effective employee innovation hasbecome an important research topic. Scholars at home and abroad show that there are lotsof factors that influence employee’s innovative behavior， but we have to noted that as theorganization’s leadership style must be an important factor affecting employees’ innovativebehavior， especially transformational leaders who are more concerned about employees’psychological and behavioral. Of course， there are many researches of transformationalleadership on innovative behavior of employees， but the existing researches have focusedon the direct impact of transformational leadership on employee innovation behavior，there’s few deep research on mechanism of action between the two. On the other hand，from the point of view of psychology and behavioral， psychological empowerment as thepsychological perception of work，leadership behavior which employees engage in have avery significant impact on their job satisfactions， attitudes and behaviors. Scholars havefound that spontaneous formation of motivation is the most important factor of employeesinnovation and the spontaneous formation of motivation and this perception of employeepsychological empowerment are closely linked.In order to explain and analysis the mechanism of transformational leadership andinnovative behavior among employees， Based on the theory of previous scholars on thetransformational leadership and employee innovation behavior, we treat psychologicalempowerment as variables between them， the basic theoretical framework of the model isproposed as below，that is "Transformational Leadershipâ†'Psychological Empowermentâ†'Employees Innovative Behavior, and made four basic assumptions. Through selecting and revising the existing measurement scales revolving transformational leadership，psychological empowerment and employee innovative behavior, then integrated into thequestionnaires and distributes to the target enterprises, at last， we get a successfulrecovery of316valid questionnaires as a data source for empirical analysis. On this basis,we use SPSS18.0statistical software for data analysis，the proposed four hypotheses wereverified，and draw the mechanism among transformational leadership，psychologicalempowerment and employee innovative behavior variables. Finally， based on the aboveempirical analysis， we propose some management advices that the organization shouldpay attention to the cultivate leaders’ transformational leadership style and focus onemployees’ psychological care to enhance the innovative behavior of employees. Only inthis way can we improve the innovation performance of the organization which hasimportant guiding significance to management practices.