The Research On The Influence Mechanism Of Humble Leadership On Employee Silence Behavior

With the increasingly complex economic environment and increasing market competition,the traditional competition dominated by market and cost has changed dramatically.Talents have become the core element for enterprises to maintain flexibility,innovation and adaptability.Enterprises have to make the best use of employees' intellectual resources.They hope and require employees to actively participate in organizational decision-making,play their innovative potential,and provide effective ideas and suggestions.However,employees always keep silent because they are afraid of having a bad impact on them by giving opinions.The employee silence behavior will hinder the progress and development of the enterprise,prevent organizational innovation and change,and undermine employees' future career and development.Therefore,research on the antecedents of employee silence behavior is of great significance to employees and organizations.Leadership behavior has an important impact on employees' work behavior and attitude.Humble leaders are good at motivating and communicating,and they fully trust and respect the employees.A large number of studies have discussed the impact of humble leaders on the positive behaviors of employees.The study of the impact of humble leaders on employees' negative behaviors is still not enough.Therefore,it is of great research significance to explore the relationship between humble leadership and employees' silent behavior.Based on previous studies,this paper constructs a research model and proposes the research hypothesizes.In this paper,humble leadership is the independent variable,the organizational-based self-esteem is the mediator variable,employee silence behavior is the dependent variable,and individual traditionality is the moderating variable.Finding the mechanism between humble leadership and employee silence is the aim of this paper.This study used questionnaires to study and take the enterprise employees as the research object.The sample data was obtained by distributing questionnaires online.A total of 253 valid questionnaires were collected.Then the data was analyzed by SPSS 22.0 software.After testing the reliability and validity of the investigation,this study uses descriptive statistical analysis and regression analysis for the hypothesis testing.There are five research conclusions.Humble leadership impact negatively employee silence behavior,that is to say,the more humble behaviors leaders have,the less silence behaviors employees have.The humble leadership significantly promotes the organizational-based self-esteem of employees,in other words,the more humble behaviors leaders have,the higher of the organizational-based self-esteem employees are.Organizational-based self-esteem executes a negative influence on employee silence behaviors;the employees who have higher the organizational-based self-esteem are more likely to express their opinions and suggestions.The organizational-based self-esteem has a partial mediating effect between humble leadership and employee silence behavior.Traditionality has moderation effects on the relationship between the organizational-based self-esteem and employee silence behavior,that is,for high-traditional employees,the negative impact of the organizational-based self-esteem on employee silent is more pronounced than low-traditional employees.The innovation of the paper lies in the following three aspects.First,the conclusions of this research enrich the study of the outcome variables of humble leadership.Humble leadership is an emerging research field of leadership theory in recent years.Most of the research is based on the management of Western organizations.Domestic researches on this field started late,and most of them focus on the impact of humble leadership on the positive behavior of employees.There is not sufficient study of its influence on employees' negative behaviors.Therefore,this paper based on the Chinese situation and choses employee silence behavior as the dependent variable and discusses how the humble leadership influences employee silence behavior.Second,it reveals the mechanism of the effect of humble leadership on the employee level by choosing organizational self-esteem as a mediator variable.This research constructed a research model to explain the relationship between the two from a self-concept perspective,further revealing the humble leadership to employees.Third,it expands the research on the boundary conditions of humble leadership.The study discussed the contingency effect of traditionality between the organizational-based self-esteem and employee silence behavior.So,this paper enriches the boundary mechanism of the organizational-based self-esteem to employee silence,and deepens the understanding of the effectiveness of humble leadership behavior.