Research On The Relationship Between Authoritarian Leadership And Employee Proactive Behavior

During the background of rapid development of the knowledge economy and changing of the times, employees are regarded as the key role of the growth, innovation and change of every organization, and they are also the core of the increase of the competitiveness and innovation. As the increase of the uncertainty of external environment and the change of internal dynamics, employee proactive behavior plays an increasingly important role in influencing the success of the organization. Employee proactive behavior means the behaviors taken by employees used to improve the behavior of themselves or organization, and the aim of employee proactive behavior is enhancing the competitiveness of enterprises. Moreover, the employee proactive behavior has three characteristics which contains forward-looking, transformational and spontaneity.This study selected employee proactive behavior as the research subject, aiming to study the antecedent variable and mediating variable of employee proactive behavior. Employee proactive behavior was first proposed by Frese and Kruing, which causing widespread concern among domestic and foreign scholars. At present, the study of the effects of specific antecedent variable and mediating variable have on employee proactive behavior under specific Chinese context should be extended. As different types of leadership have different effects on employee proactive behavior, the study selected authoritarian leadership as antecedent variable and organization self-esteem as mediating variable to study the relationship among authoritarian leadership, employee proactive behavior and organization self-esteem.On the basis of various literature review, the essay systematically analyzes the relevant research concerning authoritarian leadership, employee proactive behavior and organization self-esteem. On the basis, taking the organization self-esteem as the mediator variable, the essay comes up with the research model and research hypothesis. The essay adopts questionnaire survey to collect data, and using exploratory factor analysis, confirmatory factor analysis, correlation analysis and multiple regression analysis to verify the hypothesis. The research comes up with the following conclusions: Firstly, the authoritarian leadership has significant negative effects on employee proactive behavior. More specifically, the authoritarian leadership has negative effects on the individual proactive behavior, team proactive behavior and organization proactive behavior. Secondly, organization self-esteem has positive effects on individual-level employee proactive behavior. While there is no significant correlation between organization self-esteem, team-level employee proactive behavior. And organizational-level employee proactive behavior. Thirdly, authoritarian leadership plays a negative role on organization self-esteem. Lastly, the organization self-esteem has partially mediating effects between authoritarian leadership and individual-level employee proactive behavior. While the organization self-esteem has no mediating effects on team-level employee proactive behavior and organizational-level employee proactive behavior.At last, the essay discuss and analyze the results, and it put up with the limitations, inspirations and prospects to management. The study proposes that organization could improve the level of employee proactive behavior from the following aspects: leadership style, the organization self-esteem, organization culture, training and so on.