The Influence Of Leader-Employee Relationship On Employee Innovation In High-tech Enterprises

Innovation is the driving force to promote the progress of science,technology and society.Innovation is the key to strengthen the national strength,and the important factor for the success of enterprises.The innovation of an enterprise comes from employees.How to improve employee innovation has become the focus of some scholars.The relationship between employees and leaders will directly affect employees'work attitude,motivation and behavior.According to the research,this research involves two sub-studies.The first study takes employees in high-tech enterprises as the object of interview,and lets employees describe their relationship with their leaders in the form of text.After analysis,three typical forms of leader-employee relationship are obtained,namely,trust-supporting type,economic-exchange type and passive-execution type.The corresponding measurement scale was initially constructed.After that,the leader-employee relationship scale initially constructed is used as a measuring tool,and 203 valid data are collected through the "WenJuanXing" to adjust the structure of the questionnaire.The second study is based on the adjusted questionnaire,adding the mature scale of relevant variables mentioned in the research hypothesis,verifying the developed leader-employee relationship form scale,and testing the hypothesis proposed in this study.In this study,Mplus7.4 and SPSS21.0 analysis tools were used to test the theoretical model,and the following conclusions were drawn:First,there are three types of relationship between leaders and employees in high-tech enterprises:trust-supporting type,economic-exchange type and passive-execution type.Second,these three forms have different effects on employee innovation.Among them,trust-supporting type and economic exchange-type relationships have positive effects on employee innovation.Passive execution form will decrease employee innovation.Furthermore,compared with the economic-exchange relationship,the trust-supporting relationship plays a stronger role in promoting employees' innovation.Third,trust-supporting form has a positive effect on employee innovation through the mediation of internal motivation and leadership identity,while passive-execution form has a negative effect on employee innovation only through internal motivation,while economic-exchange has neither an effect on employee innovation through the mediation of internal motivation nor an effect on employee innovation through the mediation of leadership identity.The theoretical contributions of this study are as follows:First,it deepens the understanding of the types of leader-employee relationship in Chinese context and contributes a measuring tool with good reliability and validity.Second,the research on the antecedents of employee innovation from the perspective of interactive relation has been expanded,further clarifying how to stimulate employee innovation by constructing interactive relation with employees.Third,it strengthens the important role of internal motivation and leadership identity in understanding the process of innovative behavior.