| Faced with a highly competitive development situation,companies must constantly promote organisational change and innovation to cope with the complex environment.The complex and uncertain external environment places greater demands on employees within the organisation,not only to focus on their own duties,but also to proactively engage in extra-role behaviours that go beyond what their duties dictate.As a form of extra-role behaviour,Challenge-oriented organizational citizenship behavior is an important source of competitive advantage for organisations,which need their employees to think outside the box and take creative steps to inject fresh blood into the organisation.At the same time,in this new era,employees have a higher level of needs and business leaders are challenged to meet the diversity of employees and to mobilise individual initiative and creativity.Inclusive leadership,on the other hand,meets the needs of employees in the new era and can better play a leading role in driving members of the organisation to live in harmony.Therefore,this study aims to explore and refine the mechanisms of inclusive leadership on Challenge-oriented organizational citizenship behavior in the Chinese context,and provide theoretical references on how companies can stimulate Challenge-oriented organizational citizenship behavior among their internal employees.This study uses inclusive leadership as the explanatory variable and Challenge-oriented organizational citizenship behavior as the explanatory variable to explore the influence relationship between inclusive leadership and Challenge-oriented organizational citizenship behavior.To further analyse the mechanism of inclusive leadership on Challenge-oriented organizational citizenship behavior,a theoretical model of the relationship between inclusive leadership,supervisory affective commitment,self-efficacy,Challenge-oriented organizational citizenship behavior and power distance was constructed using supervisory affective commitment and self-efficacy as mediating variables and power distance as moderating variables.To test the theoretical model,this study used a questionnaire survey to collect data from 403 employees in Henan,Shaanxi and Shanghai provinces,and then used the statistical software SPSS25.0 and AMOS24.0 to complete the model test.The findings indicated that:(1)Inclusive leadership can significantly promote Challenge-oriented organizational citizenship behavior;(2)Supervisory affective commitment has a mediating effect between inclusive leadership and Challenge-oriented organizational citizenship behavior;(3)Self-efficacy has a mediating effect between inclusive leadership and Challenge-oriented organizational citizenship behavior;(4)Power distance can significantly and negatively moderate the effect of inclusive leadership on supervisory affective commitment as well as self power distance significantly and negatively moderates the effect of inclusive leadership on supervisors’ affective commitment and self-efficacy.The above study develops and improves the study of the mechanisms of inclusive leadership on Challenge-oriented organizational citizenship behavior in the Chinese context,which helps companies understand the formation mechanisms of Challenge-oriented organizational citizenship behavior,and then propose reasonable and effective management countermeasures to promote more Challenge-oriented organizational citizenship behavior among employees. |
