Research On The Influence Of Differential Leadership On The Counterproductive Behavior Of The New Generation Of Knowledge Workers

In recent years,in the development process of Chinese enterprises,counter-productive behaviors of knowledge workers often occur: in 2021,the monitoring and warning of Wemeng Securities system warned that a large area of service cluster could not respond to failure,which was found to be the malicious sabotage caused by a core operation and maintenance employee of the R&D center due to mental pressure.In 2019,Bilibili barrage net source code was leaked,the code contains a variety of user information,industry professional and technical staff leaked to reporters,the code leak is likely to be leaked from programmers and professional developers;In2019,several employees of Haier Group engaged in important management positions slept in business reception places and slowed down work.The objects of these incidents all belong to knowledge workers who have professional skills and are engaged in professional positions,and the existing research shows that the counter-productive behavior of knowledge workers is more destructive and serious.Therefore,how to reduce the counter-productive behavior of knowledge workers in enterprises has gradually become a hot research issue,and solving this problem at the same time has certain practical significance for the healthy development of Chinese enterprises.Existing studies have shown that the leadership behavior of enterprise leaders has a significant influence on employee behavior to varying degrees.In China’s organizational environment,leaders often provide more support and help to "insiders" from different dimensions.This kind of differential leadership is common in domestic enterprises.And because of its local characteristics,it is considered to be one of the most representative of Chinese leadership style.Therefore,researchers have gradually turned their attention to the differential leadership behavior.Existing studies have shown that the differential leadership has a significant positive promoting effect on employees’ voice behavior,innovation behavior and deviant innovation behavior,while has a significant negative impact on employees’ silent behavior and dimission behavior.However,there is still insufficient research on the influence of employees’ counterproductive work behavior and how the effectiveness of differential leadership is reflected in employees’ counterproductive work behavior.Based on this,this study focuses on the differential leadership behavior.At the same time,based on the realistic background that the new generation of knowledge employees in domestic enterprises have gradually become the mainstay in the enterprise,this paper focuses on the perspective of the new generation of knowledge employees,and attempts to explore the effectiveness of the differential leadership on the counter-productive behavior of the new generation of knowledge employees.And then reduce the occurrence of counter-productive behavior of knowledge workers in the new generation of domestic enterprises.Firstly,this paper collects and summarizes relevant research materials at home and abroad through literature research method,and defines,explains and analyzes the concept of research content according to the key contents of this paper.On the basis of deep understanding of research concepts,this paper introduces resource conservation theory and social comparison theory,further studies and analyzes the relationship between concepts,and puts forward related research hypotheses and theoretical models.Secondly,in order to fit the realistic background of leadership behavior and employee behavior in enterprises,this paper adopts the questionnaire survey and interview method to issue questionnaires to the new generation of knowledge employees from multiple industries and regions,among which 238 valid questionnaires are collected,and the design of each measurement scale of the questionnaire is combined with the existing mature scale.Meanwhile,SPSS26.0 was used to analyze the reliability and validity of each scale,and finally formed a measurement scale for the new generation of knowledge workers’ counterproductive production behavior and differential leadership behavior,so as to enhance the research on the relationship between research concepts.Finally,the survey data of the new generation of knowledge workers from multi-region and multi-industry enterprises are analyzed by correlation,common method deviation test,and the research hypotheses are verified by regression analysis method.Finally,this study draws the conclusion that:(1)Differential leadership has a significant negative impact on the counterproductive production behavior of the new generation of knowledge workers.(2)Differential leadership has a significant positive effect on challenging stressors.(3)Challenging stressors have a negative effect on the counterproductive production behavior of the new generation of knowledge workers.(4)Challenging stressors play a mediating role in the differential leadership and counterproductive behavior of the new generation of knowledge workers.(5)Career resilience plays a moderating role in the counterproductive behavior of the differential leadership and the new generation of knowledge workers,and it is established through the moderated mediation model.