Inclusive Leadership, Psychological Capital, and Employee Innovation Performance: The Moderating Role of Leader-Member Exchange

被引：0
|
作者：
Xiang, Hudie [1 ]
Chen, Yun [1 ]
Zhao, Fuqiang [1 ]
机构：
[1] Wuhan Univ Technol, Sch Management, Wuhan, Hubei, Peoples R China
来源：
2ND INTERNATIONAL CONFERENCE ON HUMANITIES SCIENCE, MANAGEMENT AND EDUCATION TECHNOLOGY (HSMET 2017) | 2017年
关键词：
Inclusive leadership; Employee innovation performance; Psychological capital; Leader-member exchange; DETERMINANTS;
D O I：
暂无
中图分类号：
C [社会科学总论];
学科分类号：
03 ; 0303 ;
摘要：
Based on the perspective of psychological capital, this paper studies the impact of inclusive leadership on employee's innovation performance. It is found that inclusive leadership can indirectly improve employee's innovation performance by enhancing their psychological capital. According to organizational support theory, when employees perceive the organization's support for their work, employees will act in favor of the organization. Inclusive leadership allows employees to feel the organization's support for their work, and their psychological capital will increase, thereby improving their innovative performance. The leader-member exchange moderates the relationship between inclusive leadership and psychological capital. Employees with high quality leader-member exchange will have higher levels of psychological capital, and furthermore, employees' innovative performance will be higher.
引用
收藏
页码：111 / 115
页数：5
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