The Influence Of Inclusive Leadership On Employees' Innovative Behavior

In today's society,there are thousands of companies going bankrupt every day.If companies cannot maintain their core competitiveness and creativity,they will soon be eliminated.Flowing through the waves may be brilliant for two years,but it is by no means a long-term solution.Innovation and entrepreneurship have become one of the most frequently spoken topics among the public.In the face of increasingly complex and harsh market conditions,continuous innovation has become the only way for companies to win.In order to increase the speed and quality of innovation and strengthen the competitiveness of enterprises,more and more managers will increase employee innovation behavior as the focus of their work.If employees can propose novel and special ideas and ideas when solving work problems,efficient completion of new projects can save the company huge costs and obtain a sustainable competitive advantage.Inclusive leadership is a hot topic and focus of leadership research in recent years.In today's era,more and more complex management environments continuously test the capabilities and qualities of leaders.Researchers are seeking to advance with the times.The leadership approach hopes to be more efficient and comprehensive in human resources management.The study of leadership behavior is an integral part of the field of management.With the passage of time,the leadership theory is constantly updated and developed.As the core of relational leadership,inclusive leadership has been favored by many scholars in recent years.After reviewing the relevant literature,we found that there are many researches on employee innovation behavior and organizational leadership behavior.However,the research on how inclusive leadership affects employee innovation behavior has just begun,and most of the studies have no corresponding empirical support.With regard to the influence of inclusive leadership on employees' innovative behavior,we suspect that there are more complex evolutionary aspects.In order to clarify the "black box" between them,we need further study.This paper uses the theory of social exchange as the basis for research.The current scholars believe that shared leadership can significantly affect the emotional commitment of team members,and then positively influence the innovative behavior of employees.Emotional trust,as an important dimension of organizational trust,can effectively relate inclusive variables such as inclusive leadership and organizational behavior,and find out the transmission mechanism.Therefore,this article will deeply explore the mediating effect of emotional trust between inclusive leadership and employee innovation.Studies have shown that fair distribution can change employees' sense of identity and thus change their work enthusiasm.For example,de Cremer et al.proposed that the more impartial a sense of distribution of employees is,the more they can integrate into teams and organizations,and then work harder and more selflessly.This kind of recognition of leaders and organizations strongly influences their behavior.Therefore,this paper hopes to find out whether allocation fairness has a regulatory role between inclusive leadership,emotional trust,and employee innovation.Therefore,based on social exchange theory and social identity theory,this paper uses emotional trust and distributional justice as mediators and regulators to construct a mediation model.Questionnaires were used to investigate business leaders and their direct subordinates from Beijing,Guangdong,Henan,and Guangxi.Questionnaires completed by subordinates(including inclusive leadership,emotional trust,and fair distribution).Leaders evaluated their subordinates' innovative behavior.A total of 49 leaders and 384 employees were paired to use statistical software such as SPSS and AMOS.Conduct research and analysis and draw the following conclusions:First,inclusive leaders can significantly positively affect employees' innovative behavior,and emotional trust plays a partial intermediary role between inclusive leaders and employees' innovative behavior.Second,fair distribution can significantly regulate the influence of inclusive leaders on emotional trust.Third,the fairness of distribution can significantly positively regulate the mediating effect of emotional trust,that is,the stronger the sense of distributional subordination,the stronger the above-mentioned mediating effect.Fourth,this study confirms that inclusive leaders can increase the innovative behavior of employees.In business management,we can create a harmonious and inclusive working environment and improve the quality of inclusive leaders.The second is to improve company rules and regulations in order to achieve a high level of fair distribution to promote employee innovation.