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Research on the Affective Mechanism of Authorized Leaders' Influence on the Innovation Performance of Knowledge Workers

机译：授权领导对知识型员工创新绩效影响机制研究

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摘要

In this paper, we have collected and processed 233 effective data of paired survey questionnaires for knowledge workers and their supervisors, and empirically studied the affective mechanism of authorized leaders' influence on the innovative performance of knowledge workers. The results show that authorized leadership can positively influence the positive emotion of knowledge workers; it has negative influence on the knowledge worker's negative emotion, and ultimately affects the knowledge worker's innovation performance. Meanwhile, the Leader-Member eXchange (LMX) plays a positive role in the positive relationship between the authorized leadership and the knowledge worker. It plays a negative moderating role in the negative affective relationship between the authorized leadership and the knowledge worker. On this basis, this paper posits that leaders need to manage the innovative behavior of knowledge workers by implementing the authoritative leadership style; meanwhile, the authorized leaders should have more and better communication and interaction with the knowledge workers, which will effectively promote the positive emotion of the knowledge workers by authorized leadership style. And also, to further on dissolve their negative emotion, and finally improve the knowledge-oriented staff's innovative performance, in order to give full play to the knowledge of staff in the role of enterprise innovation.
机译：本文收集并处理了233份针对知识型员工及其上司的配对调查问卷的有效数据，并通过实证研究了授权领导者对知识型员工创新绩效的影响机制。结果表明，授权领导可以积极影响知识型员工的积极情绪。它对知识型员工的消极情绪产生负面影响，最终影响知识型员工的创新绩效。同时，领导者成员交换（LMX）在授权领导者与知识工作者之间的积极关系中发挥积极作用。在授权领导与知识工作者之间的负面情感关系中，它起着负面调节作用。在此基础上，本文提出领导者需要通过实施权威的领导方式来管理知识工作者的创新行为。同时，授权领导者应与知识工作者之间有更多更好的沟通和互动，这将通过授权领导方式有效地促进知识工作者的积极情绪。并且，为了进一步消除他们的消极情绪，最终提高知识型员工的创新绩效，从而充分发挥知识型员工在企业创新中的作用。

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