Research On The Influence Leader-Member Exchange Had To Employee’s Innovative Behavior

Today, innovation has been an old and gradually reborn topic in our society. How to realize innovation and improve the competitiveness of the organization has become the focus of people’s attention in the academic area and reality. China is in the critical period of transformation development, there is no doubt that innovation is an irresistible trend and also a priority. Many scholars thought that employee’s innovation behavior is the foundation of organizational innovation. Only employees have a good performance n innovation continuously, the organization innovation could be guaranteed fundamentally. Thus, organization innovation would be more specific, concrete and more easy to operate. If a company tries to achieve innovation and get his competition advantages in fierce competition, he must positively stimulate, induce those factors which could lead to the emergence of employee’s innovation behavior and encourage employees show up more innovation behaviors in their work.Leader-member exchange theory’s impact on employee’s innovative behavior gets a lot attention in those days. As the important administrator and direction guide of the organization, a leader’s attitude and behavior of innovation will affect the employee in the daily communication with his subordinates. At present, many scholars agreed that leader-member exchange has a positive impact on employee’s innovative behavior. However, the domestic research put more attention on psychological level, the analysis and studies on the mechanism between the two variables are rarely seen on papers. We are looking for doing a further discussion on the mechanism leader-members exchange theory had to employee’s innovative behavior under our domestic culture background. This study introduces organizational innovation climate as an intermediary variable, further explore the mechanism of those variables.According to the needs of our research, we first introduce the background of the study, the significance of the research and research methods in this article. On this basis, we adopt literature review method to tease out the relative research about leader-member exchange theory, organizational innovation climate and employee’s innovative behavior which could provides some theoretical support for our research. After this, we analyze the relationship between the three variables, pose hypothesis of the study and then build the theoretical model about the three variables. And then, the later part of the research is mainly analyzed from the perspective of empirical angel. Under China’s special cultural background, we’d like to choose mature measurement scale to design our questionnaire, and then we use the method of questionnaire survey to complete our data collection. Then, we use SPSS18.0to do our statistical analysis and data processing, the main contents including the reliability and validity of the scale, the population statistic analysis, correlation analysis and hypothesis testing. Data results show that the data of the research meet the requirements in various aspects.According to the data analysis, our research gets the following results:In terms of population statistics, we find that gender, position’s influence on the three variables were not significant; Marital status has a positive influence on leader-member exchange and employee’s innovative behavior while its influence on organizational innovation climate is not so obvious; Age’s influence on the three variables have all reached a significant level; However, education status and working years only have an impact on employee’s innovative behavior while their influence on leader-members exchange and organizational innovation climate are not so significant; And the difference of enterprise types will also have an impact on organizational innovation climate.In regression analysis and hypothesis testing, we confirmed that leader-member exchange will have a significant impact on employee’s innovative behavior. On dimensional level, emotion will have a positive prediction for employee’s innovative behavior; however, loyalty, contribution and professional respect’s influence on employee’s innovative behavior is not significant.Leader-member exchange plays an important role in the influence to employee’s innovative behavior. On dimensional level, the three dimensions expect loyalty of leader-member exchange have a positive effect on organizational innovation climate. At the same time, the data indicates that leader-member exchange have different influence on colleague support, supervisor support, organization philosophy, resource supply and also task characteristics.This study also confirmed that organizational innovation climate have a positive prediction function on employee’s innovative behavior. On dimensional level, supervisor support, resource supply and task characteristic pose a positive effect on employee’s innovative behavior, but colleagues support and organization philosophy’s impact on employee’s innovative behavior are not been confirmed.Finally, on the basis of empirical analysis, this study put forwards some suggestions on how to build a harmonious relationship between leader and stuff and how to promote employee’s innovative behavior from both organizational and individual aspect. Besides, we also analyze both the deficiency and the innovation of this study, and further future outlook is also been included.In this study, the main contributions and innovation points are as follows:First of all, we introduce organizational innovation climate as an intermediary variable and then build a contractual model among the three variables trying to further discuss the relationship between them. This study depicts the path leader-member exchange had to employee’s innovative behavior and helps to further enrich the research in this field. Secondly, doing the research from the combination of environment and interpersonal aspect is more specific and more correspond to reality than a single aspect. Finally, we confirmed the relationship among leader-member exchange, organizational innovation climate and employee’s innovative behavior under China’s strong relationship culture background. This also will be a good support to domestic empirical support from a new Angle.