The Influence Of Differential Leadership On Employees’ Performance

In the field of organizational behavior,employee performance has always been the focus of research.The existing results show that the management’s way of doing things is an important factor affecting the level of performance.But the theory of leadership originated from abroad,and can not be fully applied to Chinese national conditions.In Chinese social interaction,"circles" everywhere,"differential pattern" came into being.Differential leadership is a unique way originated in China,and the discussion on the working process and results of employees is rarely fruitful.This paper takes the differential leadership as the antecedent variable.On the one hand,based on Maslow’s hierarchy of needs theory,this paper explores how the two sub-dimensions--task performance and relationship performance--play a role in employee performance.On the other hand,from the perspective of subordinates’ psychology,this paper selects the variable that measures employees’ own role and identity perception in the team--insider’s identity perception.Combining with social exchange theory,this paper discusses how differential leadership affects employees’ performance with the help of perceived insider status.In this paper,a theoretical model was established on the basis of theoretical analysis.The scales for measuring variables were selected and questionnaires were prepared.A total of 400 electronic questionnaires were issued.SPSS22.0 was used for descriptive statistics and reliability test of the scale,and the correlation between variables was preliminarily checked,and the reliability of the scale was confirmed to be higher.Mplus7.0 was used to verify the convergent validity and discriminant validity of the scale.Finally,Mplus7.0programming is used to further verify the specific correlation and mediation between variables.The findings are as follows :(1)The sub-dimension of differential leadership--caring communication is directly positively correlated with employees’ task performance and relationship performance;promotion and reward are directly positively correlated with task performance,but not directly correlated with relationship performance;(2)Insider identity perception is positively correlated with task performance and relationshipperformance;(3)In the influence path of the three sub-dimensions of differential leadership,task performance and relationship performance,the identity perception of insiders can play a mediating role.Finally,according to the exploration results of this paper,this paper puts forward management Suggestions for superior leaders in enterprises and institutions to treat subordinates:leaders should pay more attention to the living conditions of subordinates;Give adequate individual advice when necessary;Clear reward and punishment in work;In order to improve employee performance and company benefit,the recruitment should pay attention to the responsibility consciousness of the applicant and the degree of loyalty to the organization.