Research On The Influence Of Paradoxical Leadership On Employees’ Voice Behavior

Under the complex background of economic globalization,the competition among enterprises is intensifying,and the competition within the industry and even across industries is increasingly fierce.How can enterprises survive in the rapidly changing competitive environment? Faced with an increasing number of contradictions and conflicts,and the double-sided nature of paradoxical problems,how can enterprise leaders find a balance between them? In this context,paradoxical leadership emerged.However,the decision-making of enterprises is difficult to be determined by the ability and wisdom of leaders alone.The decision-making of modern enterprises also depends on the collective wisdom and efforts.How to take employees as creative factors,improve the sense of ownership of employees,and better promote the development of enterprises has also become an increasingly concerned issue of enterprises.As one of the important ways to exert subjective initiative,employee’s voice behavior has been recognized by more and more managers.However,the risks brought by the speech act itself to employees make some employees remain silent and unwilling to make suggestions.Influenced by the Chinese traditional thinking of the golden mean,most people think that less is better than more.The psychological burden brought by the speech risk seriously hinders the occurrence of the speech act.Previous studies have found that leadership behavior has an important impact on employees’ voice behavior,and paradoxical leadership,as a new leadership style close to the actual work needs of enterprises,previous studies on the impact mechanism of paradoxical leadership on voice behavior are also less.Based on this,this paper takes the relationship between paradoxical leadership and employee’s voice behavior as the research basis,hoping to enrich the research of paradoxical leadership theory and further explore the influence mechanism of paradoxical leadership on employee’s voice behavior.This study inquired about the research results of relevant variables,looked for the internal relations and theoretical basis among variables,proposed the research hypothesis of this study by constructing the theoretical model of this paper,and selected the mature measurement scale suitable for this study through comparison.After modification,the questionnaire was distributed once a month through the electronic questionnaire,a total of three times,and 300 employees in large,medium and small enterprises were tested,After the collected data are sorted out by statistical software,reliability and validity analysis and confirmatory factor analysis are carried out.Descriptive statistical analysis,common method deviation test,correlation analysis and path analysis are used to verify the research hypothesis.The results show that paradoxical leadership has a significant positive impact on employees’ suggestion behavior;Paradoxical leadership has a significant positive impact on employees’ psychological security;The sense of psychological security has a significant positive impact on employees’ suggestion behavior;Psychological security plays a mediating role between paradoxical leadership and employee’s suggestion behavior,and it is part of the mediating role;Power distance plays a significant negative regulating role between paradoxical leadership and psychological security;Power distance does not regulate the intermediary relationship between paradoxical leadership and voice behavior.Finally,the conclusion of this study is discussed and some suggestions are put forward for management: cultivating paradoxical leadership and management ability;Improve employees’ psychological security;Reduce the power distance and improve the psychological flexibility of employees;It is hoped that the conclusions and suggestions of this study can promote and contribute to the actual work of enterprises.Finally,the limitations of this study are summarized and the future research is prospected.