The Effect Of High-tech Enterprise Transfornational Leadership On Employee’innovation Behavior: The Mediating Of Creative Self-efficacy

With the coming of the era of economy, the high-tech innovation has become the core strength of our country’s building an innovative country. It has been brought to a great attention of our country. There are many problems of our country high-tech enterprise, for example, the level of innovation ability and scientific and technological achievements conversion rate are still relatively low. We must improve the innovation ability of high-tech enterprises to keep the erterprises developing healthly. Employees are the main body of enterprise innovation, in recent years, the factors affecting employees’ innovative behavior has become the focus of the scholars study. In the factors which promote employees’ innovative behavior, leadership style have a direct impact on employees’ innovation. So we will discuss the influence of transformational leadership on employee innovative behavior under the background of high-tech enterprises.Within the scope of the high-tech enterprises,we choose guangxi, shandong and shanxi provinces as the research object, specifically, we select 25 cities and 400 enterprise employees which come from liuzhou, zaozhuang, changzhi,etc. to carry out the investigation. This research combine questionnaire with email to achieve relevant datas, 341 effective questionnaire copies had been recycled. This research use SPSS22.0 and AMOS22.0 statistical software for data processing and analysis, test the validity of the questionnaire though Cronbach’s alpha and examine the structure validity questionnaire through CFA. The study will analyze the relationship between variables by descriptive statistics analysis, correlation analysis and regression analysis,then we will verify the research hypothesis and theoretical model.The results show that: The first, four dimension of transformational leadership and employee innovative behavior and its two dimensions are significant positive correlation, charisma dimension degree is the biggest fact, then is the virtue. The second, four dimension of transformational leadership and creative self-efficacy is significantly positive correlation, virtue dimension degree is the biggest fact. The third, creative self-efficacy and employee behavior and its two dimensions are significant positive correlation.The fourth, creative self-efficacy leads a partly mediating role in the realtionship between transformational leadership and employee innovative behavior.The conclusions of this study provide a lot of advices for leaders to promote thestaff innovation behavior. In the process of exercising leadership behavior, we must promote the performance of the transformational leadership behavior, especially the driving force of the dimension of charisma. We can use creative self-efficacy to enhance the confidence of the employees’ innovation. In order to improve enterprise innovation performance. Managers must motivate employees to produce more innovative ideas, develop more innovative behavior with the help of creative self-efficacy. In the future, academic research can introduce more employee’s individual level variables such as psychological motivation, employee satisfaction, to perfect the research model, so as to provide a reference for management practice.