Fang Yang-Chun, Chen Jia-Yan, Wang Mei-Jie, Chen Chao-Ying
Global Institute for Zhejiang Merchants Development, Zhejiang University of Technology, Hangzhou, China.
The School of Management, Zhejiang University of Technology, Hangzhou, China.
Front Psychol. 2019 Aug 6;10:1803. doi: 10.3389/fpsyg.2019.01803. eCollection 2019.
Employee innovation is the cornerstone of the organization, and the motivation for employee innovative behavior largely depends on the leadership style of the leader. With the economic development of society, the traditional authoritative style of leadership can no longer adapt to the psychological characteristics of employees, who use new-era work concepts, techniques, and social rules (hereafter, new generation employees). Inclusive leadership is based on the concept of "fully inclusive and equitable" in traditional Chinese culture, and it can adapt to the independent needs of new generation employees. At present, the research on the relationship between the traditional leadership style and employee innovative behavior is relatively extensive, but there is little research on the relationship between inclusive leadership style and employee innovative behavior, and this needs further exploration. This paper takes new generation employees as the sample and uses psychological capital as an intermediary variable to explore the influence of inclusive leadership style on the innovative behaviors of new generation employees. We found that inclusive leadership is significantly and positively related to new generation employees' innovative behavior. Theoretical and practical implications are discussed.
员工创新是组织的基石，员工创新行为的动机很大程度上取决于领导者的领导风格。随着社会经济的发展，传统的权威式领导风格已不再适应员工（即使用新时代工作理念、技术和社会规则的员工，以下简称新生代员工）的心理特征。包容性领导基于中国传统文化中“充分包容与公平”的理念，能够适应新生代员工的自主需求。目前，关于传统领导风格与员工创新行为之间关系的研究较为广泛，但关于包容性领导风格与员工创新行为之间关系的研究较少，这需要进一步探索。本文以新生代员工为样本，以心理资本作为中介变量，探讨包容性领导风格对新生代员工创新行为的影响。我们发现，包容性领导与新生代员工的创新行为显著正相关。并讨论了其理论和实践意义。
