Author(s)

Jianhong Tao, Zhiyan Yang, Yaya Liu

School of Economics and Management, Shaanxi University of Science & Technology, Xi’an, China.

How to help enterprises develop “upstream” and improve employee innovative behavior has become an important challenge faced by leaders. For researchers, their innovative behavior comes not only from their own internal drive, but also from the climate of inclusive leadership. In the face of dynamic and complex environment, employee resilience to “going upstream” is particularly precious. Therefore, based on self-determination theory and dynamic ability theory, this paper discusses the influence of inclusive leadership on innovative behavior through employee resilience and the moderation of prosocial motivation. Through the analysis and processing of 398 effective questionnaires of leader-employee matching in 20 Chinese science and technology enterprises, the results show that inclusive leadership has a significant positive impact on employee innovative behavior; employee resilience plays a mediating role in the effects of inclusive leadership on employee innovative behavior; prosocial motivation can moderate the indirect effect of inclusive leadership on employee resilience, and further moderates the intermediary role of employee resilience. The research conclusion reveals the “black box” of the effects of inclusive leadership on employee innovative behavior, and it provides suggestions on strengthening the inclusiveness of leadership, improving employee resilience and how to manage employees with different levels of prosocial motivation.

Inclusive Leadership, Employee Resilience, Prosocial Motivation, Innovative Behavior

Tao, J. , Yang, Z. and Liu, Y. (2022) Upstream, Fault Tolerance Innovative: Research on the Influence of Inclusive Leadership on Employee Innovative Behavior. Open Journal of Leadership, 11, 211-228. doi: 10.4236/ojl.2022.113012.