Research On The Influence Mechanism Of Humble Leadership Behavior On The Newcomers' Organizational Socialization

In the increasingly competitive market environment,the human resource reserve is very important to the promotion of enterprises' competitiveness.The result of the organizational socialization of the newcomers,a unique group of employees,is of great significance to the personal career development and the benign development of the organization.For newcomers,the way and style of direct leadership will affect them in many ways.As a new "top-down" way of leadership,humble leadership has attracted the attention of many researchers.However,there is not enough empirical research to test the mechanism of its effects.Therefore,it is of theoretical and practical significance to study the mechanism of humble leadership behavior's effect on the socialization of newcomers under the management background of China.With the summary of the existing literature based on the summary,this paper studies the relationship between the humble leadership behavior with newcomers'organization-based self-esteem,psychological new privileges,negative feedback-seeking behavior and organizational socialization results,then put forward the hypothesis and explanation of the mechanism between the conceptual model and the variable.In this study,229 data were collected through questionnaires,and the data were analyzed by SPSS 19 and AMOS 24 software by regression analysis and structural equation modeling.The humble leadership behavior was set as independent variable,organizational-based self-esteem and psychological entitlement and negative feedback-seeking behavior as intermediary variables,newcomer task mastery,role clarity and social integration as outcome variables.The influence mechanism of humble leadership behavior on newcomers' organizational socialization results was researched through data analysis,among which the model hypotheses were tested.The results show that:the humble leadership behavior has a significant positive impact on the organizational-based self-esteem and psychological entitlement of the newcomers;the level of organizational-based self-esteem of the new employees has a significant positive effect on their negative feedback-seeking behavior;the psychological entitlement of the newcomers has a significant negative impact on their negative feedback-seeking behavior;the negative feedback-seeking behavior has a significant positive impact on the task mastery and role clarity of the newcomers,but it has no significant influence on the social integration of the newcomers.Based on the conclusion drew though data analysis,we put forward some specific management recommendations to help organizations and managers improve the effectiveness of leadership and promote the socialization of newcomers.At the end of the paper,the innovation and limitations of this study are summarized.