Research On The Influence Mechanism Of Paradoxical Leadership On Empolyee's Voice Behavior

With the development of China's economy,the competition of the enterprises in the rapidly developing and changing internal and external environments become more and more fierce.Therefore,Each enterprise wants to maintain its competitive advantage,not only needs the enterprise managers to respond quickly and accurately,but also embraces every employee in the enterprise to work together to promote the development of the enterprise.The role of employee voice behaviors is particularly prominent.The staff not only can put creative ideas and suggestions to maintain its own competitive advantage,but also can put forward preventive advice,avoid enterprises in unnecessary trouble in.Leadership behavior has always been regarded as an important influencing factor for employees' voice behavior.Studies have shown that positive leadership styles(authentic leadership,transformational leadership,etc.)and negative leadership styles(abusive management,destructive leadership,etc.)have two opposing leadership styles that affect employee' voice behavior.The Impact paradigm about discussing the impact of either-or leadership on voice behavior of the organizational structure as well as the needs of subordinates,such as centralization and decentralization,individual and collective,etc.and the existing positive leadership styles and negative leadership styles will no longer be applicable to solve these problems.In view of the above-mentioned situation,a few scholars put forward the “Paradoxical Leadership” with Western leadership theories and Oriental yin and yang philosophy in Chinese traditional culture.Paradoxical leadership is the leader who unifies the seemingly contradictory but interrelated behaviors in an organization.At present,domestic and foreign scholars are still at the initial stage of development of public opinion leadership.Therefore,this article will explore the mechanism of paradoxical leadership on employee' voice behavior.Based on social exchange theory,this study uses empirical analysis to explore whether paradoxical leaders can promote employee' voice behavior,the mediating effect of LMX in the relationship between the paradoxical leaders and the employee voice and the moderating effect of DLMX in the relationship.The results show that:(1)The five dimensions of paradoxical leadership(the combination of self-centered and other;strengthen the work requirements,while allowing appropriate flexibility;close to subordinates,while maintaining a certain distance;control,while allowing subordinate decision-making;the same treatment of subordinates allows the existence of the subordinates individuals has a significant impact on the employee voice;(2)Except the dimensions “strengthen the work requirements,while allowing appropriate flexibility” of the paradoxical leadership,LMX has the mediating effect on the relationship between the other four dimensional and promotive advice/prohibitive advice;(3)Except the dimensions “the combination of self-centered and others” “the same treatment of subordinates allows the existence of the subordinates individuals “,DLMX doesn' t have the moderating effect on the relationship between the other three dimensional and promotive prohibitive voice,and DLMX doesn' t have the moderating effect on the relationship between the five dimensional and promotive voice.The research provides important theoretical and practical implications for Chinese managers to carry out paradoxical leadership behaviors.Paradoxical leadership not only improves leaders' effectiveness,but also improve subordinates' voice environment in the organization through the complex and ever-changing internal and external environment of the organization.So,the role of paradoxical leadership will be constantly tapped,which is a major opportunity for business development.