The Research On The Effect Of Inclusive Leadership On Employee's Innovative Behavior:Error Management Climate As A Mediation Variable

In the course of its development in recent decades,the overall social and economic level of China has kept pace with the times and its scientific and technological achievements have been continuously updated.The innovation capability of Chinese enterprises has been significantly improved.However,compared with developed countries,the innovation capability of Chinese enterprises is still weak.Some of the core components of the latest technological achievements still need to seek the support and help from the developed western countries.Employees are an important part of the enterprise.Employees' innovative behaviors are conducive to enhancing the level of organizational innovation,improving the operational efficiency of enterprises and ensuring the sustainable development of enterprises.However,employees in many Chinese enterprises lack the vitality needed for innovation,and believe that the trial-and-error risks brought by innovation will harm their own interests.Therefore,it has become an important realistic problem in the practice of Chinese enterprises how to effectively bring about the emergence of employee innovative behaviors,to cultivate innovative talents within enterprises,and to enhance the innovation capability of enterprises.In the modern era,the external environment of the team is more and more complicated,and the employees in the team are also becoming more and more diversified.The academic circles and theorists pay more and more attention to the new and inclusive leadership.Most scholars in this field think that inclusive leadership satisfies the demands of researchers and practitioners for a new style of leadership that better integrates people and events to meet the current new situational requirements for managing complexity.Most studies suggest that inclusive leadership is mainly reflected in the diversity of employees within the inclusion team,emphasizing the impact of "diversity" and "tolerance" on employee innovation behavior.However,domestic scholars' understanding of inclusive leadership also adds unique connotations based on Chinese cultural background,emphasizing "tolerance for mistakes" and "tolerance for shortness",as manifested in the understanding,understanding and forgiveness of individual mistakes.So,is inclusive tolerance of fault-tolerant leadership in the context of Chinese enterprises affects employee innovation behavior?In today's Chinese enterprise team development,each member in order to enhance the overall level of innovation in business development,the need to constantly try different paths before it is possible to find and create new objects and new tools.In this exploration process,employees often fail because of a lack of prior knowledge.Therefore,it is necessary for the team to correct the mistakes made by members of the team and implement a set of correct error identification and error handling methods.Inter-team members to communicate with each other error,share knowledge of error,the formation of a fixed error management process within the team,such a common team practice process will be scholars called the organization or team within the error management atmosphere.Specific leadership styles influence the characteristics of the team climate,and inclusive leadership explains the error management climate more than other leadership styles.It is in the interest of the team to create an error-management climate if the team is able to embrace and understand internal errors and help employees solve problems in the mistakes.At the same time to further give employees confidence in the face of errors,making it more motivated to create more innovative behavior.In order to further explore the "black box" mechanism of inclusive leaders'innovation impact on employee innovation in China,this paper introduces "error management atmosphere" as a mediating variable in this black box from the perspective of team atmosphere,Based on the analysis of "leadership style-team atmosphere-individual behavior",this paper builds a research model based on the logical relationship and research hypothesis.This paper designs a questionnaire based on the mature scale both at home and abroad and collects large sample data.The statistical analysis method used has descriptive analysis,valid data was input into the reliability of the theoretical model of spss statistical software to verify the validity of the scale using Amos software scale analysis,using the spss software and HLM software model regression analysis.The results of this study show that:(1)Three dimensions of tolerance,openness and support also had background of Chinese culture,the concept of fault tolerance is conducive to ensuring the self-confidence of employees and further encouraging employees to innovate.Respecting employees 'career development freedom,encouraging employees to carry out cross-departmental and cross-professional communication is beneficial to employees' Make innovative personal decisions and decision-making recommendations;Support staff to reflect on their own behavior based on the staff to give good advice and guidance to enable employees to properly develop their expertise,is conducive to employees to carry out favorable business innovation activities.(2)Inclusive leadership has a significant positive impact on the atmosphere of error management,the error management environment plays a significant behavior effect.In other words,the higher the degree of inclusiveness of leadership,the stronger the error-management atmosphere in the organization and the more innovative employee behavior.When leadership leads the innovation behavior of grassroots employees through by constructing the atmosphere of error management among grassroots employees.This study enriches the domestic research of inclusive leadership theory,summarizes and expands the research on the mechanism of inclusive leadership leading to employee innovation behavior,provides a new direction for business leaders to shape management style,and also provides an opportunity for enterprises to stimulate employee innovation behavior new reference path.