Research On The Relationship Among Inclusive Leadership,affective Commitment And Out-of Role Performance

Economic globalization has made the market competition increasingly fierce.In order to be able to continue to survive and develop,the company's requirements for employees are getting higher and higher.This requirement is reflected in the need for employees not only to do their own job,but also to do something that is not clearly defined and beneficial to the organization.The performance of these behaviors is the role outside the performance.With the introduction of inclusive management,the inclusive leadership style has been valued by many scholars in recent years.Scholars have studied the impact of inclusive leadership on employees' psychology,emotions,attitudes and behaviors.Studies have shown that inclusive leaders positively affect the work performance of employees.This paper will adopt more meticulous research,select a dimension of work performance,and explore the relationship between inclusive leadership and role external performance.Numerous studies have shown that leadership style influences the behavior of employees by influencing the psychology of employees.This study selects emotional commitment as an intermediary variable for inclusive leadership and role external performance,and explores the role of leadership behavior in employee behavior.Individual traits can often affect the strength of contextual factors.Adjusted focus theory originated from psychology and is often used by academics to explore individual subjective tendencies.At present,some scholars have introduced it into the field of organizational behavior to explore its effect.However,few scholars have adjusted their focus to interact with inclusive leaders.Therefore,this paper selects one aspect of the regulation focus theory—promotion-type adjustment focus,and discusses its regulatory role among inclusive leadership and role external performance,inclusive leadership,and emotional commitment.Based on the literature reading,based on social exchange theory,higher-order theory,adjustment matching theory,etc.,this paper proposes possible assumptions among inclusive leadership,emotional commitment,extra-role performance,and promotion-focused adjustment.In this paper,358 enterprises and employees are used as samples to conduct empirical research.SPSS 21.0 is used for data analysis and the following conclusions are obtained:(1)There is a significant positive correlation between inclusive leadership and employee role performance;(2)There is a significant positive correlation between inclusive leadership and employee emotional commitment;(3)Employees' emotional commitment is significantly positively related to their role outside performance;(4)Emotional commitment plays an intermediary role between inclusive leadership and employee external role performance;(5)The promotion-oriented adjustment focus plays a positive regulatory role between inclusive leadership and employee emotional commitment.