Research On The Relationship Between Inclusive Leadership,Individual-organization Matching And Employee Innovation Behavior

The prosperity of enterprises is the epitome of national prosperity.The ability of enterprise innovation is the foundation and cradle of national innovation ability.Therefore,understanding the improvement mechanism of enterprise innovation ability through the perspective of enterprises can play a role in how to improve the country’s innovation ability.See the effect of knowing." As an effective leadership style,inclusive leadership plays a significant role in promoting employees’ innovative behavior.However,the current research on the mechanism of inclusive leadership and employee innovation behavior is not deep enough.Therefore,this paper hopes to introduce mediator variables to make it more theoretical and practical.Firstly,this paper combines the research status at home and abroad and summarizes the related literatures,summarizes the concepts and dimensions of inclusive leadership,individual-organization matching and employee innovation behavior.Secondly,according to the influence of related variables,this paper proposes relevant Hypothesis;Finally,by issuing questionnaires,constructing models,empirical analysis demonstrates the hypothesis proposed in this paper.Based on optional discriminative theory,From the perspective of person-organization fit,it is divided into three specific dimensions: consistency matching,demand-supply fit,and requirement-capability fit.By constructing the model,empirical analysis of the impact of inclusive leadership on employee innovation behavior and further revealing the mediating role of person-organization fit and its specific dimensions,the following conclusions are drawn:(1)Inclusive leadership has a significant positive impact on employee innovation behavior;(2)Inclusive leadership has a significant positive impact on person-organizational fit;and inclusive leadership positively affects consistency matching,demand-supply fit,and requirements-capability fit;(3)Personal-organization fit has a significant positive impact on employee innovation behavior;consistency matching,demand-supply fit,and requirement-capability fit have a significant positive impact on employee innovation behavior;(4)Person-organizational fit and its specific dimensions play a mediating role between inclusive leadership and employee innovation behavior.In view of this,enterprises can start from three aspects: enterprise perspective,leadership perspective and employee perspective,by creating an “inclusive” corporate culture,improving the incentive mechanism for leaders,increasing the training of employees’ values and skills,and improving employees.Performance appraisal standards are dedicated to promoting employee innovation.