The Influence Of Empowering Leader Behaviors On Employees' Innovation Performance

With the development of flat organizational form,empowering has become one of the approaches adopted by transformation enterprises.Empowering leader behavior is to "empower" employees by "authorizing" them.The key point is to stimulate the internal motivation of the employees,improve the sense of self-efficacy,and eliminate the sense of powerlessness in the work.At the same time,according to the social exchange theory,when the leader treats the employees positively and gives them certain power,information,resources and support,the employees will also take positive actions to repay the leader,thus establishing a “reciprocal relationship”.That is to say,when leaders empower employees,they will establish a "reciprocal relationship" with employees.Out of the psychology of employees,employees will generate positive behaviors and contribute to improving the efficiency and effectiveness of the enterprise.At present,studies have shown that empowering leader behavior can promote employees' positive behavior,but there is still a lack of research on the impact of employee performance.In response to this situation,this paper takes the employees of Chinese enterprises as the object of investigation,discusses whether the leaders can effectively improve the innovation performance of employees by empowering behavior in the Chinese context,and introduces the psychological capital as an intermediary variable to further explore the intermediate mechanism of the influence of enabling behaviors of leaders on the innovation performance of employees.This study was carried out in the form of online questionnaires,and a total of 350 valid questionnaires were collected.The data was sorted and analyzed using SPSS 22.0 and AMOS 21 software,and select the three variables of leadership empowerment behavior,psychological capital and employee innovation performance to construct a structural equation model to test the research hypothesis and draw the following three conclusions:(1)In the dimension of empowering leader behavior,personal development support,power delegation and participation in decision-making have a positive impact on employee innovation performance,while leader work guidance behavior has a negative impact on employee innovation performance.(2)Different dimensions of empowering leader behavior have different promoting effects on psychological capital.Personal development support,power delegation,and participation in decision-making promote the improvement of employees' innovative-type psychological capital,while power delegation,participation in decision-making,and work guidance promote the improvement of task-type psychological capital.Employees with a higher level of psychological capital have higher innovation performance.(3)Task-type psychological capital and innovation-type psychological capital only play a partial mediating role in the relationship between empowering leader behavior and employees' innovation performance,and the mediating effect intensity between different dimensions of empowering leader behavior and employees' innovation performance is different,among which the mediating effect of innovation-type psychological capital is stronger.The innovation of this paper is mainly reflected in the following aspects.First,the concept of leadership empowerment behavior is applied to the innovation field to explore the influence of leadership empowerment behavior on employee innovation performance.Act authorized the present study has confirmed that the leadership can assign influence on employee creativity,innovation behavior,but is related to leadership authorized energized behavior can further promote creativity and innovation behavior into innovation research is relatively lack,this gap,the author of this paper,discusses the leading authorized energized behavior mechanism of the impact on the employees' innovation performance.Second,from the perspective of psychological capital,this paper explores the internal mechanism between the empowering behavior of leaders and the innovation performance of employees.Existing studies at home and abroad have shown that the level of psychological capital of employees can affect their work performance and innovation ability,which indicates that the psychological capital of employees is one of the important factors for the organization to produce high performance,while there are few antecedents of psychological capital.According to the perspective of social information processing theory,leadership behavior can have an impact on employees' work attitude,resources and psychology.This paper constructs a relationship model between leadership empowerment behavior,psychological capital and employees' innovation performance,which enricces the antecedent research on psychological capital.