| Differential leadership behavior is more popular in recent years in the Chinese business management issues,the research orientation of the more popular is to explore the specific effects of differential leadership behavior on employees’ work attitude and work behavior from favoritism tolerance trust,communication and promotion incentives to take care of the three dimensions.This study follows the formal orientation of this study,to explore the relationship between differential leadership and its three dimensions and proactive behavior under the Chinese cultural background,analysis of organizational identification in intermediary role between differential leadership and proactive behavior.This paper adopts empirical research method,measurement of differential leadership,organizational identification and proactive behavior are the mature scale China culture under the background of development,in the 386 valid questionnaires on the basis of the use of SPSS and AMOS for reliability analysis,validity analysis,correlation analysis,variance analysis and regression analysis to verify and analysis of hypothesis study.The main conclusions of this study are as follows:(1)demographic variables:gender,age,educational background,company term,position nature of the enterprise and the way of entry have a significant impact on the proactive behavior.(2)the effect of three kinds of favoritism differential leadership initiative for the behavior of employees is not the same.Specifically,the poor tolerance sequence leadership on three dimensions of proactive behavior has a significant negative,the differential leadership of communication and promotion incentives for the three dimensions of proactive behavior have significant influence.(3)the organizational identity plays a intermediary role role between the differential leadership and the proactive behavior.In this study,to a certain extent for the enterprise to provide some management suggestions,managers should create a positive differential leadership style,improve staffs sense of organizational identity,avoid narrowing relationships and promote proactive behavior.Nevertheless,limitations are discussed and the prospect of future research in China mainland organizations are described. |
