The Effect Of Differential Leadership On Employees' Workplace Deviant Behavior

China's economic take-off is obvious to all.In order to keep up with the development opportunities of the new era,enterprises have rolled up their sleeves and worked hard,always trying to improve the company's performance.Therefore,positive employee behavior has gradually become a research hotspot,but it cannot ignore the employees' work deviation behaviors in the workplace,such as slacking off work,abusing colleagues,damaging the company's property,etc.Due to the concealment of employees' work deviation behavior,it is difficult for managers to directly supervise and manage in their daily work,which not only brings psychological loss to employees,but also brings economic loss to the organization.Therefore,the exploration of the antecedent variables of employees' work deviation behavior has become one of the hot spots in the academic field.At present,the literature shows that leadership style is an important antecedent variable of employee deviating behavior,and differential leadership is one of the most representative leadership styles of Chinese,and it is widely found in Chinese enterprises.At the same time,according to the authority relationship model,employees in the organization will determine their status in the organization according to the way the authority objects(leaders)treat themselves,that is,insider identity recognition,which has been proved to be related to employees' negative behavior.Therefore,this paper takes differential leadership as an independent variable,employee's work deviation behavior as a dependent variable,and three dimensions of caring communication,promotion reward,and tolerance for mistakes as the measurement content of differential leadership,and then takes employee's internal identity cognition as an intermediary variable to explore the intermediary model of differential leadership's influence on employee's work deviation behavior through internal identity cognition,The purpose is to provide theoretical and practical reference for Chinese enterprise leaders in employee management.In the early stage of this study,through the literature review of differential leadership style,insider identity recognition and employee work deviant behavior,and the selection of social exchange and social identity theory for theoretical explanation,the research model of this paper is constructed;then,using mature measurement tools at home and abroad for reference,the pre questionnaire is designed,and the initial questionnaire is tested by reliability and validity,respondents and experts' opinions After the formal questionnaire was formed,241 valid sample data were collected by sending questionnaires to employees in Chengdu,Beijing,Guangzhou and other cities in the form of electronic questionnaires.Finally,the sample data were analyzed by spss20.0 and amos24.0 data analysis software,including reliability and validity analysis,descriptive statistical analysis and structural equation model Test and so on to verify the research hypothesis of this paper.The results are as follows:(1)caring communication has a significant negative impact on employee's work deviant behavior,tolerance and error have a significant positive impact on employee's work deviant behavior,promotion and reward have a negative but not significant impact on employee's work deviant behavior;(2)caring communication has a significant positive impact on employee's internal identity,tolerance and error have a significant impact on employee's internal personal identity Part cognition has a negative effect,and promotion reward has a negative but not significant effect on employee's internal identity cognition;(3)employee's internal identity cognition has a significant negative effect on employee's deviant behavior,and plays a part of intermediary role between care communication / tolerance of mistakes and employee's deviant behavior.The conclusion of this study demonstrates that the real differential leadership is the antecedent variable of employee's work deviant behavior,and the internal person's identity cognition plays an intermediary role between them,which not only enriches the theoretical research of localized differential leadership efficiency,but also provides theoretical and practical inspiration and guidance for Chinese enterprise leaders to manage employee's work deviant behavior and safeguard enterprise interests.