| As the main body of enterprise technology innovation, R&D personnel is themost crucial and most active element in enterprise innovation activities. However,since R&D personnel are a special group of people who pursue autonomy,independence, diversity, and innovation, they are considered as people who are hardto manage. More and more enterprise leaders realize that the effective managementfor R&D personnel are not as simple as signing an employment contract..Consequently, how to choose the effective leadership behavior to improve theinnovation performance of R&D personnel is a problem that must be taken intoconsideration.This thesis analyzes relative researches at home and abroad, combines thetheories of transformational leadership and innovation efficacy, clarifies therelationship and interaction among transformational leadership, innovation efficacyand innovation performance, and makes model assumptions. In the empirical part,we design a questionnaire with great reliability, and a total of232valid replies werecollected. The hypothesis model is analyzed by structural equation model andAMOS data analysis software to reveal the mechanism of transformationalleadership affecting innovation performance of R&D personnel. The results showthat transformational leadership has a significant positive impact on innovationperformance of R&D personnel in high-tech enterprises, and innovation efficacy isthe intervening mechanism of this impact. Based on the results from the empiricalpart, the following conclusion can be reached: enterprises should focus oncultivating managers’ transformational leadership, establishing perfect cultivatingand incentive mechanism of transformational leadership, designing personalizedtraining programs according to the task and personalities of R&D personnel, strengthening innovation efficacy, and enriching the innovative talents selectingstandards. |
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