Research On The Influence Of Inclusive Leadership On Employee Proactive Behavior

With the rapid development of economic globalization and Internet technology,enterprises are facing more dynamic and complex business environment.Passive acceptance of organizational environment and work tasks by employees in the past has not been able to meet the development needs of the times.In addition to the necessary knowledge and skill reserves,employees should also demonstrate more proactive behavior in their work to adapt to organizational change and complex and volatile economic environment.It is worth noting that new generation employees and knowledge workers have become an important part of the modern enterprise human resources pool.How manager effectively stimulate and guide the proactive behavior of employees has become a key link to promote organizational innovation and development.At the same time,which kind of leadership management mode is more conducive to the self-development of employees and the realization of organizational effectiveness is also an important issue of common concern for theoretical researchers and management practitioners.Therefore,based on the background of enterprise inclusive management,this study explores the influence of inclusive leadership on employee proactive behavior and the influence of organization-based self-esteem and work autonomy in the above relationship.In this study,324 valid questionnaires were obtained through questionnaire survey.After processing and analyzing the data by SPSS 24.0 and AMOS 22.0,the relationships among inclusive leadership,employee proactive behavior,organization-based self-esteem and job autonomy were discussed.The following conclusions were drawn:(1)Inclusive leadership significantly positively affects employee proactive behavior.(2)Inclusive leadership has a significant positive impact on organization-based self-esteem.(3)Organization-based self-esteem has a significant positive impact on employee proactive behavior.(4)Organization-based self-esteem partially mediates the relation between inclusive leadership and employee proactive behavior.(5)Job autonomy not only positively moderates the relationship between organization-based self-esteem and employee proactive behavior,but also positively moderates the indirect impact of inclusive leadership on employee proactive behavior,that is,there is a moderated mediation in this study.From the perspective of combining individual cognition evaluation with organizational situational factor,this study explores the influence process of inclusive leadership on employee proactive behavior,explains the mediation mechanism between inclusive leadership and employee proactive behavior,and clarifies the boundary conditions between organization-based self-esteem and employee proactive behavior,as well as indirect effect between inclusive leadership and employee proactive behavior.Based on the conclusions of this study,the following management suggestions are put forward:(1)Enhance the leaderships’ inclusiveness to promote the effectiveness of inclusive management.(2)Improve employee’s organization-based self-esteem to increase the core competitiveness of enterprise.(3)Transform the standardized traditional working mode to give employee discretionary space.