Research On The Influnce Mechanism Of Humble Leadership On Employees'Counterproductive Workplace Behavior

With the advent of the information age,the era of big data and the era of artificial intelligence,China's economic society has undergone profound changes in the context of the new era.In order to maintain the sustainable development of enterprises in the new business environment,managers need to abandon the traditional leadership style of"top-down" and adopt a more appropiriate leadership style.The emergence of humble leadership has just met the development requirements of enterprises in the new era,and has become a research hotspot in the field of leadership style research,which has received increasing attention and attention from academic circles and political and business circles.As an emerging"bottom-up"leadership style,humble leadership may have an important impact on the ubiquitous and harmful employees'counterproductive workplace behavior,but this ef-fect is not achieved overnight.There are bridges and ties which play a role of connection in the"black box".Although the humble leadership plays an important role in the development and even the survival of Chinese enterprises in the new era,the current research on humble leaders is still in its infancy,and the empirical research is relatively lacking.At the same time,considering the profound cultural heritage of our country,it is more practical to explore the humble leadership and its impact on employees'counterproductive workplace behavior in the context of China's organization.Therefore,this study uses literature research method and questionnaire survey as the main research methods.Based on social exchange theory and social cognition theory.this study constructs a theoretical,model consistina of four v ariables:humble leadership.leadership-member exchange,self-efficacy and employees'counterproductive workplace behavior.Selecting the mature standardized scale widely used in the academic circle,the questionnaire survey was conducted on 587 employees in the organzational situation of our country,and the statistical analysis tools such as SPSS 17.0 and MPLUS 7.4 were Lused for empirical analysis and hypothesis testing.This research has the following significance.Firstly,it enriches the empirical research on the adaptability and effectiveness of humble leadership in the Chinese context.Secondly,it expands the research perspective of the humble leadership's action mechanism.Thirdly.it provides a new path for managers to control employees'counterproductive workplace behavior and theoretical basis and guidance for business management practice from the perspective of changing management methods.The main conclusions of this study are as follows.Firstly,humble leadership has a significant impact on employees'counterproductive workplace behavior.In particular,acknowlediging personal limits,faults and mistakes has a significant negative impact on employees' counterproductive workplace behavior.Spotlighting followers'strengths and contributions also has a significant negative impact on employees' counterproductive workplace behavior.Modeliing teachability has a significant negative impact on employees' counterproductive workplace behavior,too.Secondly,leader-member exchange relationship plays a mediating role in the relationship between humble leaders and eemployees'counterproductive workplace behavior.In paricular.leader-member exchange relationship fully mediates the relationship between spotlighting followers'strengths and contributions and employees'counterproductive workplace behavior.It also fully I,mediates the relationship between modeling teachability and employees'counterproductive workplace behavior.What's more,it partly mediates the relationship between acknowledging personal limits,faults and mistakes and employees' counterproductive workplace behavior.Thirdlly.self-efficacy can strengthen the influence of leader-member exchange relationship on employees' counterproductive workplace behavior,which has a moderating effect.Based on the above research conclusions,this study proposes the f-ollowing management implications.Firstly,enterprises should respond to national policies.develop the traditional cultur,change management thinking and adopt the"bottom-up"humble leadership style.Secondly,improve human resource management practices to cultivate qualities of humility.Thirdly.implement humble leadership practices into management practices and shape true humble leaders.Fouthly.focus on the cultivation and dynamic management of employees'self-efficacy to improve employees self-efficacy.Fifthly.enterprises,leaders and subordinates work together to strengthen and balance the leader-member exchange relationship.