The Influence Of Leadership Style On Employee Innovative Behavior

This thesis studies on the effects of different leadership styles on employeeinnovative behavior, and provide theoretical support and advices for leaders topromote employee innovation. In this thesis, there are three main aspects to explorethe effects between leadership style and employee innovative behavior. Firstly, toexplore if the impacts, which refer to employee innovative behavior, are differentabout the two dimensions of transactional leadership–contingent-reward leadershipand management-by-exception leadership. Secondly, how the transformationalleadership effects employee innovative behavior, and the transformation leadership sincreasing effects based on transactional leadership. Thirdly, employee creative self-efficacy moderate the relationship between contingent-reward leadership andemployee innovative behavior, between transformational leadership and employeeinnovative behavior.This paper used literature research, questionnaires survey and statistical analysis.By the method of literature research, the theories about leadership style, innovationand individual self-efficacy are studied and sorted.Then the basic research frameworkof this study was established, and the basic hypothesis of the article were putforward.Through the staff who are participated in work answer the questionnaireabout the behavior of their direct leader and themselves. The most important is toanalysis the data. In order to verify the hypothesis, this paper make full use ofSPSS16.0to do the correlation analysis and regression analysis between the variables.The results of this study are:(1)Contingent-reward leadership and management-by-exception leadership have opposite influence on employee innovative behavior,including contingent-reward leadership have a positive impact on the employees creativity and management-by-exception leadership play a negative effect onit;(2)Transformation leadership effects employees innovative behavior positively, andafter controlling for the influence of transactional contingent-reward leadership andmanagement-by-exception leadership, transformation leadership is still positivelyrelated to employee innovative behavior;(3)Employee creative self-efficacy, a self- concept pointing specifically to innovation, moderates the relationship both betweencontingent-reward leadership and employee innovative behavior, and betweentransformation leadership and employee innovative behavior. This paper discussimplications of these results for research and practice.The contents in this study can provide some advice to manager how to encouragesubordinates to work creatively, so that it is contributive to organizationalperformance. The conclusions in order to promote innovative behavior ofemployees,can guide business leaders how to choose leadership style appropriatelyfor different employees. In addition, it is more important to realize the employeecreative self-efficacy, how to use its moderating effects between the relationshipbetween leadership style and employee creative behavior to improve subordinates initiative to innovate effectively in the process of work, thereby improving corporateperformace.