Research On The Effect Of Differential Leadership On Employee Innovation Behavior In Family Enterprises

Family enterprise has become a relatively universal organization form.In the current situation of normalization of Sino-US trade frictions,China's global economic and trade status is closely related to the development of family enterprises.Family enterprises should take innovation as their endogenous driving force,continue to invest in innovation,and insist on strengthening their own competitiveness,so as to achieve sustainable development and help China gain a louder voice in the international economy.The source of enterprise innovation is the creativity that each employee bursts out and makes it come true.Stimulating employees' innovation consciousness and vitality and spurring them to carry out innovation activities are the top priorities for promoting the sustainable development of family enterprises.Leaders are the strong bonds that connect employees to enterprise innovation activities.In the past,the academic circles discussed the influence of leadership style on employee innovation behavior based on the leadership theory in the Western context.Differential leadership is precisely a local leadership style with a high degree of personal self-rule based on the theory of differential pattern.It has a clear local cultural fit.There is still a gap in the current empirical research on the relationship between differential leadership and employee innovation behavior.Therefore,in-depth analysis of the internal mechanism of the influence of differential leadership on employee innovation behavior is of great significance to promote the continued growth of family enterprises and achieve longterm career growth.Based on social exchange theory,social identity theory,social learning theory and self-determination theory,the paper selects organizational identity as an intermediary variable,uses innovative self-efficacy as a moderating variable,and establishes a regulated intermediary model to better analyze the mechanism of differential leadership on employee innovation behavior.Then,the paper proposes relevant hypotheses,issues questionnaires to collect data,and uses SPSS 24.0 and AMOS 22.0 to process the data to verify the research hypothesis.The following conclusions are drawn: 1.Differential leadership is positively related to employee innovation behavior.2.Differential leadership is positively related to organizational identity.3.Organizational identity is positively related to employee innovation behavior.4.Organizational identity has a partial mediating effect on the influence of differential leadership on employee innovation behavior.5.The intermediary role of organizational identity between differential leadership and employee innovation behavior is positively regulated by the sense of innovation selfefficacy.Based on the above research conclusions,this study puts forward some practical suggestions to enhance the effectiveness of differential leadership,improve employee organizational identity,and cultivate employees' sense of innovation self-efficacy.The ultimate aim is to employee innovation behavior.Finally,the limitations of this study are summarized,and the future research direction is prospected.