Study On The Influence Mechanism Of Relationship Between Leader-member Exchange And Employee’s Creative

The importance of innovation for the organization has been self-evident, onlyconstant innovation, can organizations gain competitive advantage. And the keyto promote enterprise innovation level is to improve the creativity of employees. Therefore, the research on employee creativity has attracted wide attention ofscholars.Previous research on the creativity has showed that leader is a importantfactor for employee creativity. Therefore, As one of the most important theoriesof leadership, The leader member exchange (referred to as LMX) impact onemployee creativity has also been a concern. Although some scholars have studiedthe relationship between LMX and employee creativity, but there has been alack about the relationship between LMX and employee creativity intermediary mechanism and boundary condition.In this article, The leader member exchange theory, social cognitive theory isused as theoretical basis. From the perspective of creative self-efficacy, weexplore the influence mechanism of LMX on employee creativity, first, we verifythe effect of LMX on employee creativity, further, regarding creative self-efficacy as mediator, we explore the influence mechanism of LMX on employee creativity, in addition, Considering the boundary conditions, we also studies the effectof LMX on employee creativity, i.e., inspects the cross layer regulation of job insecurity atmosphere on the relationship between LMX and employee creativity, inorder to deeply understand the influence mechanism of LMX on employee creativity.Through questionnaire survey, this article collects data from139teams of595employees for empirical analysis, we get the following results:First, LMX has positive effects on the creative self-efficacy, furthermore, creativity self-efficacy plays a partial mediating role between LMX and employee creativity. Second, Job insecurity atmosphere plays a regulatory role between LMX andemployee creativity, specifically, when job insecurity atmosphere is high, the positive impact of LMX on employee creativity will weaken.The theoretical significance of this study:First, there are only few scholars have studied the mediating mechanism between LMX and employee creativity in the previous study, this paper examines the creative self-efficacy mediator role in the relationship between LMX and employee creativity. This paper makes some theoretical contributions in this respect.Second, this paper aggregates job insecurity from the individual level to theteam level, from team level we examines how job insecurity atmosphere regulatethe relationship between LMX and employee creativity, which is an attempt inthe study of the influence mechanism of creativity.The conclusions of this study can provide the following implications for theorganization’s management:First, organization should encourage leaders to establish high quality LMXwith staffs, so as to improve employees’ creativity.Second,in order to improve employees’ creativity,leaders should consciously cultivate their staffs’ creativity self-efficacy.Third,leaders should make efforts to weaken job insecurity atmosphere,whichis not conducive to creativity, thus can help employees maximize their creativity.