Influencing Factors Of Employee Initiative Behavior And Promotion Countermeasures

As organizations become more and more decentralized,the pace of renewal is accelerating,and the reality of the competitive environment is fierce,enterprises face more uncertainties,it is difficult to rely on leaders alone to cope with a variety of problems and challenges,in order to cope with such an external environment,organizations put forward new requirements on employee work behavior.Employees need to adopt a proactive attitude,such as proactively anticipate the organizational environment,actively seek development opportunities and solve problems,actively understand the views and opinions of others on their work status,constantly improve their skills and improve the adaptability of the workplace,and actively promote organizational innovation and change.Therefore,how to effectively motivate employees to increase proactive behavior has become a key topic of concern for managers and scholars in recent years.This study aims to combine the background of highway industry change and the characteristics of employee behavior,to deeply reveal the driving factors of employee initiative behavior and its inherent mechanism,to further expand and improve the research field of employee initiative behavior,and to provide specific guidance for the formulation and effective implementation of the enterprise skilled personnel training and talent innovation strategy,so it has important theoretical and practical significance.Based on the existing research at home and abroad,this study attempts to analyze and sort out the relationship between leadership identification,leadership subordinate exchange,and initiative behavior,and constructs a theoretical model from a new perspective.The study takes150 employees of LT as a sample and analyzes the data through descriptive statistical analysis,correlation analysis,regression analysis and other statistical methods,and draws the following conclusions:1.leadership approval has a significant positive effect on proactive behavior.2.leading ministry exchange has a significant positive effect on proactive behavior.3.the influence of leadership ministry exchange on proactive behavior is stronger than the influence of leadership identification on proactive behavior.4.demographic variables differed in terms of leadership subordinate exchange and proactive behavior,with males exhibiting more proactive behavior than females,employees with higher job levels exhibiting more proactive behavior,and employees over the age of 40 having higher levels of leadership subordinate exchange relationships.Finally,this study discusses and summarizes the results of the data and suggests strategies and recommendations for enhancing employee initiative behavior in the context of Chinese culture in terms of leadership recognition,leadership exchange,work autonomy,and system construction,and identifies the problems and directions for further research in this study.