Research On The Influence Mechanism Of Proactive Personality On The Proactive Socialization Behaviors Of New Employees

At present,the domestic economic environment has undergone profound changes,and a large number of new generations of employees have poured into the workplace,and the competition between enterprises has been intensifying,and the competition of enterprises is ultimately the competition of talents.New employees are an important part of the company’s talent,can bring new perspectives and new knowledge to the organization,and are considered to be the main source of core competitiveness.However,new employees who have just entered the organization will be unfamiliar with the formal organizational system,work content,and do not adapt to the interpersonal relations of the organization,resulting in low performance,low organizational commitments,low intention to retain jobs,rapid departure in the short term and other problems,which is not conducive to the cultivation of talents of enterprises and seriously restricts the development of enterprises.Therefore,how to guide employees to change their concepts,take the initiative to adapt to the work organization and work roles,and quickly complete the identity transformation from people outside the organization to people inside the organization is the key to modern enterprises to retain talents,stimulate talent potential,and thus win the competitive advantage of enterprises.Many studies have paid attention to the proactive personality of new employees and the influence of leaders on proactive socialization behaviors of new employees,but they have not included differential leadership with local chinese characteristics in the study,and the mechanism of proactive personality influencing proactive socialization behaviors of new employees needs to be further improved.Therefore,based on the theory of trait-activaction and the theory of implementation intentions,this thesis discusses the problem of proactive socialization behaviors of new employees,and proposes the research model of " proactive personality-proactive socialization behaviors implementation intentions-proactive socialization behaviors ",which attempts to further explain the process mechanism of proactive personality influencing the proactive socialization behaviors of new employees,and analyzes the moderating role of differential leadership in it.In this thesis,the respondents are selected as new employees who have been employed for less than 18 months,and 374 valid questionnaires are collected by the electronic version of the questionnaire online,and the hierarchical regression analysis method and Bootstrap test method are used to test the research hypotheses proposed in this thesis.The results show that:(1)proactive personality has a significant positive effect on the proactive socialization behaviors implementation intentions and proactive socialization behaviors of new employees;(2)the proactive socialization behaviors implementation intentions play a part of the intermediary role in the relationship between proactive personality and proactive socialization behaviors;(3)the differential leadership plays a positive role in moderating the relationship between proactive personality and proactive socialization behaviors implementation intentions;(4)the hypothesis that differential leadership regulates the role of proactive socialization behaviors implementation intention in the mediating role of proactive personality and proactive socialization behaviors(the mediating role of being regulated)is supported.Based on the above conclusions,this thesis puts forward management suggestions that enterprises should pay attention to identifying and strengthening the proactive personality of new employees,pay attention to guiding new employees to form proactive socialization behaviors implementation intentions,and adopt differential leadership style when appropriate.