The Influence Of Merciful Leadership On Active Behavior

In the current complex and volatile economic environment,if enterprises want to take the initiative and achieve sustainable development,employees who only rely on the necessary knowledge and skills will no longer adapt to the development of the times.Therefore,leaders must motivate employees to show positive and active behaviors.This is a spontaneous,forward-looking behavior in which employees complete their basic job requirements,go beyond current job responsibilities and job definitions,and identify opportunities and risks at work,improve work status,and promote organizational change and innovation.Studies have shown that leaders as employee's superiors,their different leadership styles will have different impact on employees' active behaviors.For example,positive leadership styles such as transformational leadership and supportive leadership promote the active behavior of employees.Negative leadership styles such as abusive leadership inhibit the active behavior of employees.Then,as an unique leadership style in the Chinese economy and culture,benevolent leadership is common in Chinese companies,and what impact will it have on employees' active behaviors?At present,few scholars have studied this issue,so this is very necessary in the current economic environment.Based on the principle of reciprocity,benevolent leadership has a direct effect on the active behavior of employees,but the path of the relationship between them is still unclear.Most of the current research on leadership theory only emphasizes that leadership behaviors will have an impact on subordinates,while neglecting leadership behavior will only work if it is perceived by employees.Therefore,based on the perspective of psychological perception,this study introduces internal human identity perception as a mechanism of action into the theoretical framework,and explores the path of action between benevolent leadership and employee initiative.In order to more fully understand the relationship between benevolent leadership and employee initiative,this study will further explore the boundary conditions that benevolent leadership influences employee initiative.According to the personality trait theory,personality can dominate individual behavior,and the formation of personality is deeply affected by the environment.Chinese culture has a long history and is deeply rooted in the hearts of the people.In this situation,the Chinese have formed their own unique personality traits and values,which in turn affect their own cognitive attitudes and behavior patterns.This is the individual tradition of the Chinese.Therefore,this study believes that it is necessary to consider the mechanism of the traditionality in the relationship between benevolent leadership and employee initiative in the Chinese context.This study uses empirical research methods to issue questionnaires to different companies in Shandong,Shanghai,Jiangsu,Guangzhou and other provinces and cities to obtain first-hand data.In order to avoid the influence of homologous variance,the formal investigation is divided into two phases.At time one,the questionnaire respondents completed the benevolent leadership behavior and the traditional adjustment questionnaire.At time two(one month later),the questionnaire respondents completed the internal person's identity perception and active behavior questionnaire adjustment.In order to improve the credibility of the questionnaire,both surveys were conducted in an anonymous form,matching the two questionnaires with the last four digits of the mobile phone number left by the respondents.The data was processed and analyzed using SPSS 23.0 and AMOS 23.0 to explore the relationship between the variables.The study found that benevolent leadership has a positive impact on employee initiative;internal identity perception plays a mediating role between benevolent leadership and employee initiative;tradition positively regulates the relationship between internal identity perception and employee initiative behavior;at the same time,this study is also a regulated intermediary model.That is,the traditional regulation regulates the intermediary role of insider identity perception between benevolent leadership and employee initiative.The psychological perception perspective as an individual subjective factor—internal human identity perception,the mediating role of benevolent leadership in the mechanism of employee initiative behavior;and the discovery of the influence of benevolent leadership in the Chinese context The regulation of the process.The organization could attention to the internal identity of employees,and attaches importance to the organization of "home culture";under the premise of considering localization factors,it pays attention to distinguishing employees with different degrees of traditionality,and chooses to make the most of their work.The leader of effectiveness,the matching of leadership style and employee personality characteristics.This paper may have the following shortcomings:the limitations of data collection methods;the limitations of data acquisition;the mediation mechanism is not comprehensive enough.