Base on the optimal differentiation theory, this study was designed to investigate the role of employee’s emotional labor between inclusive leadership and employee innovative behavior and the moderation effect of employee’s proactive personality. Through the empirical research, we found that: (1) inclusive leadership affects on employee innovation behavior significantly; (2) The effect of employee’s emotional labor’s deep acting and expressing genuine motions between inclusive leadership and employee innovative behavior is different. Specifically, deep acting has a full mediation between inclusive leadership and employee innovative behavior, but the direct impact of inclusive leadership on express genuine emotions is not significant; (3) proactive personality moderates the relationship between inclusive leadership and employee innovative behavior.