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Validating the Causal Relationship between Quantum Leadership and Employee Innovation Performance from the Perspective of Organizational Sustainability

Author

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  • Han Cai

    (Department of Business Administration, Gachon University, Seongnam-si 13120, Gyeonggi-do, Republic of Korea)

  • Lingfeng Zhu

    (Department of Business Administration, Gachon University, Seongnam-si 13120, Gyeonggi-do, Republic of Korea)

  • Xiu Jin

    (Department of Business Administration, Gachon University, Seongnam-si 13120, Gyeonggi-do, Republic of Korea)

Abstract

In the quantum era, the rapid development of enterprises cannot be separated from the efforts of employees, and the improvement of employee performance is also closely related to the behavior and attitude of organizational leaders. Quantum leadership, as a new leadership paradigm, differs from traditional Newtonian classical mechanics in that it emphasizes wholeness and interconnectedness, considers new ideas as the key to success, and values complex changes in the organizational environment, thus helping the organization provide sustainable development in the future. In addition, quantum leadership is able to manage in chaotic and potentially uncertain environments, encouraging employees to explore new ideas for solving problems, stimulating enthusiasm and motivation for innovation, and thus improving the level of employee performance. In particular, as the importance of innovation performance has been emphasized, it has been considered as a key variable in driving and promoting sustainable organizational development. Moreover, this study is different from previous studies that validate traditional leadership. We focus on an emerging type of leadership that distinguishes itself from traditional leadership—quantum leadership—which is a leadership model that is currently receiving a lot of attention. In the uncertain future environment, quantum leadership is gradually becoming a key factor for business growth and plays an important role in the survival and development of organizations in the future environment. Based on this research background, this study argues that quantum leadership is closely related to employee innovation performance. This study examines whether quantum leadership improves employee innovation performance and the sequential multiple mediating effects of organizational intelligence and knowledge sharing. Most of the previous studies focused only on the mediating or moderating role of the model. This study expands this area of research by incorporating the moderating role of innovative culture and validating its effects. This finding explores the development of quantum leadership and provides a theoretical foundation for related research. In addition, this study collected data from 345 employees of Chinese SMEs in the context of the fourth industrial revolution. These results suggest that quantum leadership positively affects innovation performance. Organizational intelligence and knowledge sharing have multiple serial mediating effects on quantum leadership and innovation performance. Moreover, the interaction between innovative culture and knowledge sharing improves employees’ innovation performance. Therefore, this study clarifies the causal relationship between quantum leadership and innovation performance through theoretical and validated research models. It lays the foundation for the sustainable development of organizations in the future.

Suggested Citation

  • Han Cai & Lingfeng Zhu & Xiu Jin, 2024. "Validating the Causal Relationship between Quantum Leadership and Employee Innovation Performance from the Perspective of Organizational Sustainability," Sustainability, MDPI, vol. 16(18), pages 1-25, September.
    • Handle: RePEc:gam:jsusta:v:16:y:2024:i:18:p:7884-:d:1474914
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    References listed on IDEAS

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    Cited by:

    1. Lingfeng Zhu & Han Cai & Xiu Jin, 2024. "Testing the Process of Coworker Incivility to Work Withdrawal Behavior: The Moderated Mediation Effects of Employee Resilience in Achieving Organizational Sustainability," Sustainability, MDPI, vol. 16(20), pages 1-24, October.

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