A Study On The Influence Mechanism Of Relative Leader Member Exchange On Employee Proactive Behavior

The quality of the exchange relationship between leaders and employees will have a crucial impact on employees’ subsequent work emotions and behaviors.Especially in the fastdeveloping society,teamwork is an indispensable part of enterprise development.How to mobilize the enthusiasm of employees to the greatest extent has always been the main concern of enterprise managers.Therefore,from the perspective of intra-employee attribution,this study attempts to explore the mechanism between employees’ perceived relative status in the organization and employees’ proactive behavior.Relative leader-member exchange relationship is a new concept proposed by researchers in recent years.Different from the previous leader-member exchange relationship,the relative leader-member exchange relationship is a subjective perception of relative status obtained by comparing an individual’s leader-member exchange relationship with others in the group in the context of a team.This relative leader-member exchange relationship can better represent the status of subordinates in the organization.Based on Attribution Theory and Affective Events Theory,the relative leader-member exchange relationship is used as an independent variable,and pride and shame are used as mediators to explore the influence mechanism of relative leader-member exchange relationship on employees’ proactive behavior,and to explore the moderating effect of internal attribution tendency..First,this study combs and reviews the literature on five variables of relative leader-member exchange relationship,pride,shame,internal attribution tendency and employee proactive behavior.Secondly,based on the literature review,logically sort out each variable,find the entry point,and build a theoretical model according to the causal relationship.Thirdly,377 valid samples were recovered through the multi-point distribution method,and the data were analyzed by statistical software such as SPSS24.0,Amos24.0,Process3.3,etc.,to verify the hypothesis put forward by this study,and finally the following conclusions were obtained:(1)Relative leader-member exchange relationship has a significant positive impact on employee initiative behavior;(2)Both emotions,pride and shame,mediate the positive relationship between relative leader-member exchange relationship and employee initiative behavior;(3)Internal attribution tendency positively moderated the positive correlation between relative leader-member exchange relationship and pride,and had an impact on employee initiative behavior through the mediating effect of pride;internal attribution tendency negatively moderated relative leader-member exchange A positive relationship between guanxi and shame,and its impact on employee proactive behavior through the mediating role of shame.Finally,combined with relevant theories and literature,the results obtained in this paper are discussed in depth,and the theoretical and practical significances are summarized.