A Study On The Influence Of Emotional Labor On Innovation Behavior Of New Generation Knowledge Workers

With the continuous deepening of research on emotional labor,based on different research perspectives and research methods,scholars' research conclusions on the impact of emotional labor on innovative behavior are not unified,and the research results need to be enriched.This article takes the new generation of knowledge workers who are currently undertaking the main innovation tasks in the enterprise as the research object,mainly uses the resource conservation theory,emotional event theory and work pressure theory to construct emotional variables(surface labor,deep labor)as independent variables.Work input is an intermediary variable,leadership member exchange is a regulating variable,and personal innovation behavior is a dependent variable.The theoretical relationship model explores the impact of emotional labor on employee innovation behavior,enriches the research results related to emotional labor,and expands the theoretical framework and applicable objects of labor research.In addition,when constructing the overall theoretical model,this research not only incorporates personal factors into the relationship model,but also takes the lead in joining the leadership member exchange as an organizational variable,and is committed to doing a comprehensive inquiry.The empirical research conclusions of this article can not only help managers realize the impact of employees' different emotional labor strategies on innovative behaviors,so that they can encourage employees to produce more innovative behaviors by managing the emotions expressed at work;at the same time,they can also let the new generation of knowledge-based employees realize the different impacts of different use strategies of their emotional labor on innovative behaviors,and in the actual work process,they will properly manage their emotions,work with full devotion,and produce more innovative behaviors to take their career to the next level.In addition,enterprises should pay attention to creating a high-quality innovation-oriented exchange of leadership members,and reduce the negative impact of the exchange of leadership members on the relationship between work input and employees' innovative behavior.This paper finally got 378 valid questionnaires.The samples were mainly distributed in developed regions such as Jiangsu,Beijing and Shanghai.The types of occupations included technology,marketing and function.They also covered foreign-funded enterprises,private enterprises,state-owned enterprises and so on.In the process of statistical analysis of data,this paper mainly uses SPSS and its macro Process,AMOS and other data analysis tools to mainly analyze the difference of control variables,the confirmatory factor analysis(CFA)of the scale,the correlation analysis between variables,the hypothesis test of the structural equation model and the intermediary effect test relying on the Bootstrap method,as well as the verification of the adjustment effect,etc.,so as to lay the foundation for the correct empirical analysis results.This article selects the new generation of knowledge-based employees as the research object,and through a series of empirical research and analysis,finally obtains the specific impact of different emotional labor use strategies on innovative behavior.Among them,the positive impact of deep labor on work input and innovative behavior is significant,while the effect of surface labor on work input and innovative behavior is not significant;work input partly mediates between deep labor and the innovative behavior of new generation of knowledge-based employees;in addition to personal factors,this article also incorporates the situational factor of leadership member exchange into the research framework.The research results show that the leadership member exchange negatively regulates the relationship between work input and employee innovation behavior,that is,when the employee leadership member exchange level is high,work input has a weak positive effect on employee innovation behavior;when the level of employee leadership exchange is low,work input has a strong positive effect on employee innovation behavior.Moreover,from the perspective of the overall research framework on the impact of emotional labor on innovative behavior,as the exchange of leadership members improves,it is harder for deep labor to increase employee input and thereby promote employee innovation.