The Influence Of Transformational Leadership On Staff Innovation Behavior

Economic globalization has entered the 4.0 era.In the face of a more complex and ever-changing market environment,companies must lead their employees to adapt to the environment.In the context of the knowledge economy,the most important assets of enterprises are human resources and intellectual capital.Enterprise innovation capability has replaced resources as the decisive factor for the company's core competitiveness.Therefore,companies need to inspire innovative behavior.Leaders are responsible for the decision-makers and implementers of innovative activities in the enterprise.Employees act as the main body and executor of innovation activities.The performance of employees must be influenced by the leader's behavioral style.As one of the most important leadership styles influencing employee behavior,transformational leadership explores its impact mechanism on employee innovation behavior.This study takes employee's organizational identity as the entry point,and introduces the atmosphere of organizational innovation.Whether it can play a regulatory role in the relationship between organizational identity and employee innovation.Firstly,literature review and theoretical review are carried out,and theoretical conceptual models and research hypotheses are proposed.Second,analyze the data,conduct an empirical analysis of the relevant variables,and verify the hypotheses.Finally,the results of the data analysis are discussed,conclusions are drawn,and recommendations for modern business managers are provided that are worth referring to,and the limitations of the research in this paper and the future direction of development are pointed out.The empirical analysis results of this study show that:(1)Transformational leadership has a significant main effect on employee innovation behavior,employees need to use external forces to inspire innovation behavior,transformational leadership can effectively stimulate employees' innovative behavior;(2)employees with high organizational recognition It is more likely to generate innovative behaviors,and conversely,to impede the creation of employees' innovative behavior;(3)Transformational leadership has a positive impact on improving the organizational identity of employees;(4)The organization recognizes the relationship between some intermediary transformational leadership and employee innovation behaviors.(5)The atmosphere of organizational innovation is positively adjusting the relationship between organizational identity and employee innovation behavior.The innovations of this research are:(1)Innovation of research perspective.This paper selects organizational identity as an intermediary variable,which is not studied by the predecessors.It not only has theoretical intrinsic connection,but also can make up for the lack of research on the mechanism of transformational leadership.(2)Research model innovation.This article borrows from the mature scale,uses the quantitative method to carry on the positive analysis to the correlation variable,examines the reliability and validity of the scale.This paper selects organizational identity as a mediator variable and validates some of the mediating effects of organizational identity in empirical analysis.In addition,this paper selects organizational innovation atmosphere as a moderating variable.After empirical analysis,it verifies that the organizational innovation climate is positively adjusting the relationship between organizational identity and employee innovation behavior.(3)This article draws on the leadership theories researched by previous researchers and the fruitful achievements of academic practice,enriching the research perspective of transformational leadership theory.Through empirical analysis,the innovative behavior of employees is discussed from the perspective of theory and practice,and management implications are provided for the management of enterprises.(4)Apply mean difference analysis.The effect of demographic variables on research variables was analyzed by single-factor analysis of variance,and the differences in the impact on the four study variables could be analyzed from the single factor of demographic variables such as gender,age,working years,and unit properties.