Research On The Impact Of Leader-Member Exchange On Employees Innovative Behavior

In the era of increasingly competitive knowledge economy,enterprises must keep launching new products and new services through innovative means in order to be based on the constantly changing market environment.This is especially true for high-tech enterprises,which must continuously innovate to achieve sustainable development.Knowledge workers are the main driving force for high-tech enterprises to produce innovative results.Incentives to produce more innovative behaviors are essential for the innovation development of enterprises.Knowledge is the key element of innovation.The continuous knowledge sharing among knowledge-based employees prompts employees to reorganize their own knowledge systems to stimulate the creation of innovative behaviors.As an important way of interpersonal interaction within an organization,leader-member exchange has been an important way for managers of many enterprises to pay attention to the impact of this interpersonal interaction on employee behavior.Therefore,how to establish a high-quality leader-member exchange and encourage employees to actively master new knowledge to enhance creativity has a profound impact on enterprises' foothold in an increasingly competitive market environment.At present,studies by scholars have confirmed that high-quality leader-member exchange can promote better innovation for employees,and many related studies have emerged.But few scholars put organization-based self-esteem into the above framework for systematic research to explore why employees have different levels of innovation in the same quality leader-member exchange.Therefore,this paper builds on the theoretical and empirical aspects,combined with social exchange theory,knowledge management theory,and innovation theory,to construct a conceptual model of the impact of leader-member exchange on employee innovation behavior,and introduces knowledge sharing as an intermediary variable,and organization-based self-esteem as a moderating variable,in-depth exploration of the mediating effect of knowledge sharing in the relationship between the two,and the moderating effect of organization-based self-esteem in it.Based on this,the corresponding research hypotheses are put forward,and the data collected from the 426 valid questionnaires are analyzed by AMOS21.0 and SPSS22.0.Therefore,the impact of leader-member exchange on employee innovative behavior is deeply explored.Through the construction of structural equation model and multiple linear regression and a rigorous empirical analysis of the hypothetical relationship between the research variables and their dimensions in this paper,the following conclusions are drawn:(1)Leader-member exchange has a positive impact on employee innovation behavior,of which affection,loyalty,contribution,and professional respect all have a positive effect on generation and implement of the new idea;(2)Leader-member exchange has a positive impact on knowledge sharing,among which affection,loyalty,contribution,and professional respect all have a positive effect on knowledge sharing;(3)Knowledge sharing has a positive impact on employee innovation behavior,and has a significant positive impact on generation and implement of the new idea;(4)Knowledge sharing has partial mediating effect between leader-member exchange and employee innovation behavior;(5)Organization-based self-esteem has a positive moderating effect between leader-member exchange and employee innovation behavior.