Research On The Influence Of Employment Relationship On Employees' Proactive Behavior

With the rapid rise of the service industry,the initiative of front-line employees is increasingly valued by organization.Although there are many researches about influencing factors of proactive behavior,including individual level and organizational level,there is still a gap in the research on the influence of the mechanism of interaction between individuals and organizations on proactive behavior.This paper expands the scope of research on the influencing factors of proactive behaviors by exploring the impact and mechanism of employment relationships on employee initiative behaviors,and enriches the research on the results of employment relationships.The research on the mechanism reveals the role of leadership-member exchange relationship in the process of employment relationship affects employees' proactive behaviors across level,and tests the role of environmental uncertainty in the intermediary process.This research has gone through the following research process: First,starting from the realistic problem,it is found that the initiative of employees in the unique cultural background of China needs the stimulation of external motivation.Secondly,by studying the literature on proactive behavior at home and abroad,it is found that there are blank spots in the research of the influencing factors,and the research direction of this paper is determined.After reviewing a large number of related literatures,the theoretical basis and literature review were completed,and the research model of this paper was constructed.Then,select the appropriate maturity scale,revise and integrate the measurement tools into the paper,and determine the research object according to the research purpose,and issue the paired questionnaire in both electronic and paper ways.Finally,the recovered questionnaires are entered,cleaned,paired,and analyzed.The results of this study were obtained by reliability and validity test,descriptive statistics analysis and relative analysis,and hypothesis testing.The research results show that the employment relationship positively affects the employee's proactive behavior,and its sub-dimension development inducements,material inducements,in-role expectations and extra-role expectations have positive impact on employee's proactive behavior.Developmental inducements have greater impact on employee's proactive behavior compare with material inducements,and extra-role expectations are more likely to positively influence employee's proactive behavior than in-role expectation.Therefore,in the employment practice,enterprises should increase the input of developmental inducements and the expression of extra-role expectations,in order to stimulate proactive behavior of employees as much as possible.This paper finds that the impact of employment relationships on employee's proactive behavior is achieved through cross-level conduction of leadership-member exchange relationships.LMX partially mediates the relationship between employment relationship and employee's proactive behavior,fully mediates the positive influence of developmental inducements and in-role expectations on employee's proactive behavior,and partially mediates the relationship between material inducements and employee's proactive behavior.In order to stimulate employees' proactive behaviors,enterprises should not only pay attention to the role of employment practice,but also value the mechanism of employment practice,pay attention to fostering good exchange relations between leaders and employees,and paving the way for the transmission of employment relationships.Corporate management activities cannot be separated from the role of environmental factors.This paper examines the role of environmental uncertainty in regulating the relationship between LMX and employee's proactive behavior.The results show that the higher the environmental uncertainty,the greater the influence of the leadership-member exchange relationship on the employee's initiative behavior,and inspiriting the manager to appropriately increase the environmental uncertainty within the organization during the organizational design process to better motivate employee's proactive behavior.