The Impact Of Leadership Bottom-Line Thinking On Employee Psychology And Behavior

Bottom-line mentality(BLM)is a single-dimensional thinking mode,under this thinking logic,enterprises or managers will focus more on utilitarian goals and strive to achieve bottom-line profit results,which will naturally lead to other matters being ignored to varying degrees,such as shareholder equity,corporate social responsibility,and employee welfare.Although some studies have shown that managers’ leaders’Bottom-line Mentality can ensure the profitability of enterprises and the survival of enterprises in the short term.However,from a long-term perspective,it may hinder the innovation of enterprises,and it is harmful for the long-term development of enterprises.Especially in the field of employee management,the mainstream view is that leaders’ Bottom-line Mentality may have a negative impact on employees,causing employees to engage in a series of short-term-oriented behaviors.However,existing studies have explored the impact of leaders’ Bottom-line Mentality on employee behavior from a cognitive perspective,with little or no attention to employees’ psychology or emotions.Based on the Job Demands-Resources theory and resource conservation theory,this study introduces the variable related to the organizational context,Commitment to organization career,and takes employees’ workplace anxiety as a mediating variable to explore its buffering role in the process of Bottom-line Mentality affecting subordinates’ workplace anxiety,withdrawal behavior and turnover intention.The study believes that for employees with high Commitment to organization career,Commitment to organization career can buffer the negative impact of leaders’ Bottom-line Mentality on their workplace anxiety,thereby reducing or avoiding the occurrence of turnover intention and withdrawal behavior.Finally,the paper uses MPLUS for data analysis,and through the data analysis of 136 valid questionnaires,it is found that there is a significant positive correlation between workplace anxiety,turnover intention and withdrawal behavior,respectively,and Commitment to organization career moderates the influence of leaders’ Bottom-line Mentality on employees’ turnover intention and withdrawal behavior through the mediating variable of workplace anxiety.By introducing employee workplace anxiety,the study further improves the theoretical research framework of Bottom-line Mentality from the two dimensions of employee psychology and behavior,and also provides suggestions for enterprise organizations and leaders to correctly face Bottom-line Mentality.