The Impact Mechanism Of Idiosyncratic Deals On Employees’ Taking Charge Behavior

Modern companies need to respond to the dynamic market environment by constantly adjusting and changing to gain long-term competitive advantage.In this context,the spontaneous and proactive participation of employees in change is often seen as a key factor for successful organizational change.Taking charge refers to functional organizational change behaviors in which employees voluntarily make constructive personal efforts to influence the way work is done based on their position,department and organizational context.Employees take the initiative to improve existing processes,procedures,policies,etc.to improve the efficiency of the organization’s operations.Taking charge emphasizes the initiation and implementation of change and requires employees to take action to improve the way they perform their work and be accountable for the results,which is challenging and risky.Most of the existing studies on the antecedents of employee taking charge behavior focus on the influence of leadership behavior on taking charge behavior,and a few studies have investigated the causes of taking charger from the perspective of job characteristics,which is a limited perspective and affects the practical value.As a non-standardized,voluntary,and Idiosyncratic deals between employees and employers on terms that benefit both parties,Idiosyncratic deals involve both a negotiation process between leaders and subordinates and the successful conclusion and implementation of Idiosyncratic deals.Idiosyncratic deals leadership and organizational support for employees,as well as changes in the work characteristics of the focal employee,and the situational constraints created by Idiosyncratic deals create a realistic requirement for employees to participate in coordination and overcome process barriers,thus helping to stimulate taking charge behavior.A large number of studies have shown that Idiosyncratic deals promote organizational citizenship behaviors,voice,and other behaviors,but there is a lack of academic attention on whether Idiosyncratic deals can promote taking charge behaviors among employees.Based on the above background,by combing domestic and international literature,this study explores the relationship between Idiosyncratic deals and employees’ taking charge from the perspective of self-regulation,and then uses role breadth self-efficacy as a mediator and climate for inclusion as a moderator to construct a model of the mechanism of action of Idiosyncratic deals affecting employees’ taking charge behavior,and proposes a theoretical hypothesis,and uses SPSS23.0 and MPLUS7.0 software to investigate the relationship between Idiosyncratic deals and employees’ taking charge behavior.Using SPSS23.0 and MPLUS7.0 software,598 supervisor-employee paired data were analyzed to test the hypotheses and draw conclusions,and then suggestions were made on how organizations can make full use of Idiosyncratic deals to improve the taking charge behavior of frontline knowledge workers.The results of the study are as follows :(1)Both task and work responsibility idiosyncratic Deals and Schedule Flexibility Idiosyncratic Deals positively influenced taking change;(2)Role breadth self-efficacy mediated the relationship between each type of Idiosyncratic Deals and taking change;(3)Climate for inclusive positively moderated the positive relationship between task and work responsibility Idiosyncratic Deals and role breadth self-efficacy,while it did not significantly moderate the relationship between schedule flexibility Idiosyncratic Deals and taking change;(4)Climate for Inclusive positively moderated the mediating effect of role breadth self-efficacy between task and work responsibility Idiosyncratic Deals and taking change,but the moderating effect on the role mechanism of Schedule flexibility Idiosyncratic Deals was not significant.