Research On The Mechanism Of The Shared Leadership To The Innovation Performance Of The Employees

Innovation to maintain lasting competitive advantage has been widely accepted. In management practice, individual innovation is the basis of organizational innovation, only to improve the staff’s innovation ability to continuously develop new products, new services or new process. Therefore, how to improve the performance of team members’ innovation has been a hot topic in the theory circle and business circles.Shared leadership focus on the sharing of responsibilities, through the full authorization to leadership in employee dynamic transfer and encourage employees to dare to assume leadership responsibilities, thus giving employees more leadership and the meaning of work, fully mobilize the enthusiasm of the staff work, to stimulate the demand for high-level, motivate employees to achieve organizational interests personal interests at the expense of, to dare to explore new ideas and creative practice, so as to achieve the better than expected results. Sharing leaders stressed the transfer of leadership dynamic, is essentially a dynamic, interactive group influence process, performance at different stages of the task team by team members with the appropriate expertise to assume leadership roles, and change leadership roles according to changes in the external situation team to achieve team members of the management team to achieve the goal of team task. Shared leadership in a certain extent can weaken subordinate relationship, the organizational structure tends to flatten, convenient employee information exchange, to give play to staff’s creativity, creating new knowledge, but also significantly shortening the knowledge transfer time, reducing information distortion, so as to promote knowledge sharing is beneficial to enhancing the employee’s innovation performance.Therefore, based on leader member exchange theory, combination of shared leadership, knowledge sharing and employee innovation performance theory research, in the interpretation of the hypothesis, based on logical deduction by combination of quantitative analysis and qualitative analysis method, through the analysis of 355 valid samples of the empirical, in-depth study of the sharing mechanism of leadership style on Employee Innovative performance. In this paper, drawn the following consequences:First, a shared implementation of leadership can significantly improve the performance of employees innovation, but not all dimensions of shared leadership are employee innovation performance and significant positive correlation, the team spirit, power and responsibility sharing, teamwork and employee’s innovative performance has a significant positive correlation, and the positive relationship between team expectations and staff innovation performance was not significant; Second, shared leadership can significantly affect knowledge sharing. That is to say, the higher the degree of shared leadership, the higher the degree of knowledge sharing. Through the empirical analysis of the shared leadership, team spirit, team expectations and team cooperation have significant positive impact on employee innovation performance; Third, knowledge sharing can significantly affect the innovation performance of employees.That is to say, the level of knowledge sharing among the employees in the team is the higher, the higher the performance of the employees’ innovation; Fourth, knowledge sharing has a partial mediation effect on the positive influence of shared leadership on employee innovation performance. That is to say, shared leadership has a direct positive impact on the innovation performance of the staff, but also through the positive impact of knowledge sharing indirectly on the impact of employee innovation performance.Through the empirical analysis of the shared leadership, knowledge sharing plays an intermediary role in the positive influence of team spirit and team cooperation on the innovation performance.Based on the above research consequences, this paper concludes that the implementation of shared leadership in the organization can help improve the knowledge sharing among employees, and then improve the performance of the staff innovation. In the management practice, in order to improve the performance of employee innovation. First, the leader should change the traditional leadership behavior,the implementation of shared leadership. Secondly, to encourage team internal knowledge sharing, build a bridge to enhance team innovation performance.