A Study Of The Influence Of Paternalistic Leadership On The Organizational Citizenship Behavior Of The New Generation Employees: The Mediating Role Of Organizational Identity And The Moderating Effect Of The Difference Order Atmosphere

In leadership studies,paternalistic leaders are sought after by domestic and foreign scholars once they are proposed,and this leadership style is regarded as a unique variable under the Chinese scenario.However,the sample data of the vast majority of studies have not been effectively classified.However,with the development of the economy,these new generations of employees have gradually flooded into the labor market in the 1980s and the 1990s,and have gradually become the backbone of enterprise development.Due to changes in the economic environment,they have been given unique characteristics of employees in different eras.Therefore,research on this special group of new generation employees has become an urgent task.This paper builds a research model based on theoretical basis and uses empirical research to validate the model to explore the role of paternalistic leadership in the organizational behavior of new generation employees.Specifically,questionnaires were used to collect data,and regression analysis was used to examine the three dimensions of paternalistic leadership:whether benevolent leadership,moral leadership,and authoritarian leadership had a significant impact on the organizational citizenship behavior of new generation employees.Role;organizational identity in the leadership of the benevolent,moral leadership and leadership of the authoritarian and new generation of organizational citizenship behavior of each relationship between the various relations between the intermediary;differential atmosphere in the benevolent leadership,moral leadership and authoritarian leadership and new generation of employees' organizational citizenship behavior Whether the various relationships play a regulatory role.This paper uses SPSS21.0 statistical software to conduct descriptive statistical analysis,correlation analysis,reliability analysis,validity analysis and regression analysis on relevant data to validate the research model.The research conclusions mainly include the following points:(1)Benevolent leadership and the leadership of the German firm have a significant positive impact on the organizational citizenship behavior of the new generation of employees.Authoritarian leadership has a significant negative impact on the organizational citizenship behavior of the new generation of employees;(2)Organizational recognition plays an intermediary role between benevolent leadership,moral leadership,authoritarian leadership,and the organizational(3)citizenship behavior of new generation employees.That is,charitable leadership,moral leadership,and authoritarian leadership must identify through organization the organizational citizenship behavior of new generation employees;(4)The differential order atmosphere plays a regulatory role in the organizational citizenship behaviors of benevolent leadership,moral leadership,authoritarian leadership,and new generation employees.That is,the higher the differential order atmosphere,the higher the organizational citizenship behavior of benevolent leadership,moral leadership,and new generation employees.The stronger the relationship,the weaker the relationship between authoritarian leadership and the new generation of employees' organizational citizenship behavior.Based on the research conclusions,this paper proposes that managers should improve their leadership styles,improve their organization's sense of organizational identity,and reduce the organization's differential order management to improve the organizational citizenship behavior of the new generation of employees.