The Research Of The Influence Of The Humble Leadership And Servant Leadership On Employees' Behavior

In recent years,there are a diversified trend on the theory study of leadership in the domestic and foreign.Many leader behaviors constantly spring up such as transformational leadership,paternalistic leadership and authentic leadership.Under the leadership philosophy of "people-oriented",the concept of service leadership is widely used by domestic and foreign companies and has made a great progress.However,in the era of information globalization,the environment is turbulent and changes rapidly.Because the wrong decisions made by the leaders' arrogance lead to frequent organizational scandals,the importance of humble quality has become increasingly prominent,and made humble leadership emerged.In the existing majority of leadership theories,humble leadership as an emerging theory of leadership behavior has many similarities with the research of relatively mature servant leadership,but there are also differences.However,what kind of theory can be more effective to have a positive impact on the behavior and attitudes of employees and the long-term benefit of the organization,it's also worthy to have an in-depth exploration and analysis.In the past,some scholars analyzed the similarities and differences between different types of leadership theories,but most of them stayed at the theoretical level instead of empirical analysis.In view of this,this paper selects the two leadership theories of humble leadership and servant leadership to conduct empirical comparative analysis,which is divided into two sub-researches.The first is a comparative study that the influence of humble leadership and servant leadership on employee's behaviors.This study selects employees' in-role performance,organizational citizenship behavior and unethical pro-organizational behavior as the outcome variables,and compares the similarities and differences between humble leadership and servant leadership in their direct impact through the advantage analysis method.The second is the study on the different mechanisms of the positive and negative behaviors of employees by the humble leadership and servant leadership.This study introduces the variables of organizational self-esteem and organizational identity,builds a cross-level mediation model,and explores the different mechanisms of humble leadership and servant leadership for employee performance(positive behavior)and unethical pro-organizational(negative behavior).Based on the analysis of 180 employees in 60 teams' data in Mplus 7.0,we get the following conclusions: First,humble leadership and servant leadership have a positive influence on employees' in-role performance and organizational citizenship behavior,and a negative influence on employee's pro-organizational anti-ethical behavior.But in employees' in-role performance and improving employees' organizational citizenship behavior,the contribution of the humble leadership is slightly greater than that of servant leadership;In reducing unethical pro-organizational behavior,the contribution of the humble leadership is far greater than that of servant leadership.Second,employees' self-esteem plays mediating role between humble leadership and employee in-role performance,organizational citizenship behavior.Organizational identification plays mediating role between servant leadership and employee in-role performance,organizational citizenship behavior,unethical pro-organizational behavior.This study compares the different advantages of humble leadership and servant leadership,and validates humble leadership and servant leadership on employee behavior' different internal mechanisms from a multi-level perspective,and providing targeted guidance for the development of corporate leadership.