Purpose

This study aims to explore the influence mechanism of inclusive leadership on employees' innovative behavior, in order to provide useful inspiration for leaders and enterprises to develop.

Design/methodology/approach

This study constructs a moderated mediation model based on the valid questionnaire data of 211 employees in service in enterprises and used SPSS23.0 and AMOS24.0 analysis software to analyze the data and test the theoretical hypotheses, and explore the influence mechanism of inclusive leadership on employees' innovative behavior.

Findings

The empirical findings show that inclusive leadership has a significant positive impact on employees' innovative behavior; organizational harmony plays a mediating role in the relationship between inclusive leadership and employees' innovative behavior; and innovation self-efficacy plays a positive moderating role between organizational harmony and employees' innovative behavior. Therefore, inclusive leadership can create a harmonious organizational climate and further improve employees' innovative behavior under the influence of employees' creative self-efficacy, which can promote innovative behavior and sustainable development of enterprises.

Originality/value

The authors put two variables, organizational harmony and employees' innovation self-efficacy, into the same model for correlation tests for the first time, and introduced into the mechanism of inclusive leadership's influence on employees' innovation behavior, which broadened people's understanding of organizational harmony and innovation self-efficacy and broadened the ideas for the subsequent research about the relationship between them.

中文翻译：

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包容性领导对员工创新行为的影响——有节制的中介模型

目的

本研究旨在探讨包容性领导对员工创新行为的影响机制，为领导者和企业的发展提供有益的启发。

设计/方法论/途径

本研究基于211名企业在职员工的有效问卷数据构建有调节的中介模型，并利用SPSS23.0和AMOS24.0分析软件对数据进行分析并检验理论假设，探讨包容性领导对员工绩效的影响机制。员工的创新行为。

发现

实证结果表明包容性领导对员工创新行为具有显着的正向影响；组织和谐在包容性领导与员工创新行为的关系中起中介作用；创新自我效能感在组织和谐与员工创新行为之间起正向调节作用。因此，包容性领导可以营造和谐的组织氛围，在员工创造性自我效能感的影响下进一步提高员工的创新行为，从而促进企业的创新行为和可持续发展。

原创性/价值

作者首次将组织和谐与员工创新自我效能感两个变量放入同一模型中进行相关检验，并引入包容性领导对员工创新行为的影响机制，拓宽了人们对组织和谐的认识。与创新自我效能感的研究，为后续研究两者之间的关系拓宽了思路。