The purpose is to improve employees' initiative and innovation performance and further improve the overall organizational efficiency of colleges. From the perspective of health psychology, this work analyzes the internal mechanism between leadership empowerment behavior and employee innovation performance at China Agricultural University. By introducing two intermediate variables: task-based psychological capital (PsyCap) and innovative PsyCap, this work puts forward a lightweight deep learning (DL) model. It constructs the college organizational innovation performance (OIP)-oriented internal evaluation system from four dimensions. They are personal development support, power appointment, participation in decision-making, and work guidance. Then, the proposed lightweight DL model reveals the internal relationship between employees' innovation performance and innovation factors using the questionnaire survey method. Overall, 360 questionnaires are distributed. The results show that the average values of the four dimensions (S, P, D, and G) of leadership empowerment are greater than 3, which are 4.3144, 4.3493, 4.4253, and 4.5286, respectively. S, P, D, and G represent empowerment, decision-making, communication, and innovation, respectively. The results show a high level of innovation performance in all dimensions. The finding proves that the influencing factors of employee innovation performance mainly include personal development support, empowerment, participation in decision-making, and work guidance. The effects of different dimensions vary significantly. Finally, the lightweight DL model can improve the analysis accuracy of the college OIP-oriented internal evaluation system. Therefore, college leaders should use the DL model and empowerment behavior to improve employees' psychological quality, innovation enthusiasm, and work efficiency, ultimately benefiting employees.
