Employee Workload,Prosocial Motivation And Initiative

In today’s environment where the economic situation is complex and changeable,and the survival and development of enterprises and organizations are greatly challenged,employees of enterprises are burdened with heavy workloads,and these workloads have latent effects on employees themselves,enterprise organizations and even the entire society to varying degrees.The active behavior of employees is of great significance to the development of the enterprise.How to effectively prevent and resolve the negative impact of the employee’s workload to promote the production of employee active behavior is an important practical issue worthy of in-depth study.Existing research has not yet clarified the mechanism of how employee workload affects employees’ proactive behavior,and less research has been done on the impact mechanism of employee workload on employees’ proactive behavior from the perspective of leadership traits and employees’ intrinsic motivation.In order to open the black box of the impact of employee workload on employees’ active behavior,this study preliminarily constructed an inclusive leadership model with employees’ prosocial motivation as an intermediary variable on the basis of social cognition theory,resource preservation theory and motivational information processing theory.The theoretical model for the moderating variable.At the same time,after obtaining sample data through questionnaire survey of employees of many enterprises in Hunan and other regions,the survey data was statistically analyzed by SPSS and Mplus statistical analysis software.Firstly,reliability,validity analysis and common method deviation analysis were carried out on the survey data;then descriptive statistical analysis and correlation analysis were carried out on the survey data;finally,the hypothesis proposed in the study was verified by regression analysis and structural equation model.Finally,the conclusions of this study are as follows:(1)Employee workload negatively affects employees’ active behavior.When an employee bears more workload at work,it is more likely to inhibit the generation of employee’s active behavior.(2)Employee prosocial motivation partially mediates the negative impact of employee workload on employee proactive behavior.When employees undertake more work load,it will reduce the level of their prosocial motivation,thereby inhibiting the production of their active behaviors.(3)Inclusive leadership mitigates the negative impact of employee workload on employee prosocial motivation.The negative impact of employee workload on employee prosocial motivation decreases with increasing levels of inclusive leadership.(4)Inclusive leadership alleviates the negative impact of employee workload on employee proactive behavior through employee prosocial motivation.Compared with low-level inclusive leadership,under high-level inclusive leadership,employee workload has less negative impact on employees’ proactive behavior by negatively affecting employees’ prosocial motivation.This study explores the negative impact mechanism of employee workload on employees’ proactive behavior,reveals the intrinsic motivation transmission mechanism of the process,and verifies the moderating effect of inclusive leadership,and expands the research on the impact mechanism of employee workload and employee proactive behavior.In addition,combined with the research conclusions,this research focuses on alleviating the workload of employees,focusing on the cultivation and motivation of inclusive leadership,strengthening the construction of employees’ intrinsic motivation and incentive system,strengthening the construction of corporate culture from the perspective of employees,and setting more flexible and more humane The working mechanism and procedures provide management suggestions for enterprise managers to deal with the negative impact of workload on employees and promote the common development of employees and the enterprise,which has certain practical significance for enterprise management practice.