Research On The Effect Of Authentic Leadership On Employees’ Taking Charge

The complex market competition environment,the rapid technological innovation,and the profound impact of the COVID-19 epidemic make the survival and development of today’s enterprises full of dynamics and challenges.More and more companies are beginning to explore and carry out changes and innovations at all levels,which means that changes require not only top-down strategic adjustments,but also micro-adjustments at the employee level.By creatively adjusting working methods,norms,process tools,etc.,employees can solve problems more effectively and improve their ability to grasp opportunities and deal with risks.However,the active change behavior at the individual level belongs to the proactive behavior initiated by employees voluntarily,without direct material incentives,and may also bring risks and losses to the changer.Therefore,in many cases,taking charge cannot be generated naturally.It is very meaningful for the management practice of enterprises to explore how to stimulate proactive behaviors at work.Existing research has confirmed that leadership factors are situational variables that can directly and profoundly affect employees’ cognition,emotions and behaviors.Among many leadership styles,authentic leadership(AL)behaviors are guided by internal values.They do not present a false self because of external threats,social expectations and temptations.They have strong self-awareness and internalization moral values,good at establishing transparent and sincere relationships with subordinates,and wide acceptance of information in order to make more reasonable decisions.In previous studies,authentic leadership has a positive impact on subordinates’ attitudes,behaviors,and organizational performance because of their good qualities and friendly relations with subordinates.However,at this stage,there is still less attention to the relationship and influence path between authentic leadership and employees’ taking charge.In view of this,this study takes the general team as the research situation and the team members as the research object to explore the influence and role path of authentic leadership on employees’ taking charge,aiming to provide authentic team leaders by improving the perception of employees’ insider identity.And psychological capital to improve employees’ taking charge to provide a theoretical basis.Focusing on the basic question of "whether authentic leadership can induce employees’ taking charge,and the specific mechanism of action",this study firstly focused on the main research variables: including authentic leadership,psychological capital,insider identity perception,taking charge,The basic concepts of leader-member exchange differences are sorted out and related research,and then based on resource conservation theory and leadermember exchange theory,the research hypotheses of this paper are put forward through hypothesis deduction,and it is constructed that authentic leaders affect taking charge through psychological capital and perceived insider status,and propose leader-member exchange differences as moderating variables.Then the questionnaire was designed,and the empirical research method was used to analyze the data of 575 valid questionnaires collected through SPSS24.0 and other software.The results show that: authentic leadership positively affects employees’ taking charge;perceived insider status and psychological capital play a mediating role between authentic leadership and taking charge;leadership member exchange differences positively moderate authentic leadership and perceived insider status.Finally,this paper further discusses the empirical results,and puts forward certain theoretical basis and practical countermeasures on how leaders can improve employees’ taking charge through appropriate authentic leadership behaviors.