The Relationship between Charming Women’s Leadership, Employee Psychological Capital, and Innovation Performance – Taking the Chinese Psychological Counseling Industry as an Example

Abstract

This study takes psychological counseling enterprises as the object and explores the impact of charismatic female leadership style and personality traits on followers through psychological capital as a mediator. First, the method of literature research is used to determine the four dimensions of charismatic leadership in the psychological counseling industry: inspirational motivation, role modeling, individualized consideration, and personal risk-taking (independent variables), employee psychological capital (mediator variable), and innovative performance (dependent variable). A theoretical model and framework for the study are designed, and theoretical hypotheses are proposed for the relationships between variables. Second, a survey of 300 psychological counseling-related organizations is conducted to establish an association model, and multiple regression and structural equation modeling are used to test the results. The data are further analyzed through qualitative and quantitative analysis. Research results show that in charismatic leadership, inspirational motivation, role modeling, and individualized consideration have significant positive impacts on employee innovation performance; while personal risk-taking in charismatic leadership has no significant impact on employee innovation performance; psychological capital (self-efficacy, resilience, optimism, hope) has a positive effect on employee innovation performance; psychological capital plays a partial mediating role in the relationship between charismatic female leadership, its factors, and employee innovation performance. Therefore, charismatic female leadership in the psychological counseling industry enhances employees’ psychological capital through inspirational motivation, role modeling, and individualized consideration, thereby increasing their psychological capital. By enhancing employees’ psychological capital (self-efficacy, resilience, optimism, and hope), it promotes innovative performance and ultimately improves organizational performance, thus contributing to the development of the psychological counseling industry.