Leadership Innovation Expectation And Employee Innovation Behavior

Innovation is the first driving force for development.Under the background of the current national transformation and upgrading,if an enterprise wants to develop in the long term,it must change its concept,take "people-oriented" as the core idea,and pay more attention to the personal development of employees.However,first of all,China has a long-standing concept of hierarchical order.Leaders have more authority over their subordinates.Most employees perform tasks mechanically under the instructions of leaders,and they have no active willingness to seek innovation opportunities to break the mindset.Second,the unique Chinese high-context situation formed by the long-term influence of Confucian culture makes leaders and employees may have deviations in the expression,transmission,reception and interpretation of information.In order to "draw a pie",the risk of innovation makes employees have more concerns,and their enthusiasm for innovation is not high.How to motivate employees to engage in high-risk innovative behaviors with confidence is very important;finally,the improvement of individual innovation enthusiasm also depends on working conditions.,the beneficial improvement of the environment,and whether the convenience of work autonomy will play an active role in the transmission of leadership innovation expectations is worth exploring.Based on the above background of the times,in order to solve the problems of insufficient incentives for employees and low enthusiasm of employees to innovate in China’s unique situation.This research collates relevant literature and finds that although domestic scholars have made relevant research on leadership innovation expectations-employee innovation behaviors,most scholars directly or indirectly believe that leadership innovation expectations will have a positive impact on employees,ignoring the individual to a certain extent.An interpretation of the possible negative effects of leadership innovation expectations.Combined with the theory of self-concept,this study fills the gap that domestic and foreign expectations for leadership innovation may lead to employees’ "drawing a pie" behavior,and at the same time introduces work autonomy as a moderating variable.Self-concept theory states that employees actively capture information to strengthen their self-awareness,and the work itself is the most obvious source of information that employees can directly perceive.Subsequently,in order to verify a series of hypotheses put forward in this study,this study combined a series of domestic and foreign mature scales to compile employee questionnaires.Through empirical analysis of the 325 valid questionnaires recovered,the following conclusions were drawn:(1)leader innovation expectations positive Influence employee innovation behavior;(2)Innovation self-efficacy plays a partial mediating role between leadership innovation expectation and employee innovation behavior;(3)The role of leadership innovation expectation on employee innovation behavior is also affected by work autonomy.This research enriches the research on the relationship between leaders and employees’ innovative behavior,and provides new ideas for leaders to take effective incentive methods and strengthen employees’ "innovative self-cognition" through a series of measures;The research on the boundary mechanism of behavior,adding the boundary condition of work autonomy,provides practical guidance for leaders how to better exert their expectations in the process of employees’ psychological influence.