The Reversed U Shape Impact That Employees' Psychological Collectivism On Proactive Behaviors: Moderating Effect Of Power Distance Orientation

The research on the proactive causes of employees has also been paid much attention by scholars.More and more organizations begin to pay attention to and encourage the active behavior of the employees.A lot of research focuses on the relationship between The research on employee initiative antecedents has also been widely paid attention by scholars.More and more organizations begin to pay attention to and encourage the initiative of employees.A lot of studies have focused on the relationship between psychological collectivism and initiative behavior,but there is still no consensus on whether it is positive or negative.Previous studies have focused on the promotion or inhibition of psychological collectivism and employees' initiative behavior,in an effort to reveal a simple linear relationship that may exist between the two.The role of psychological collectivism in promoting and suppressing the initiative behavior of employees may exist simultaneously in team practice and present a more complex nonlinear relationship.At the same time,based on the theory of social identity,this paper discusses the influence of the power distance orientation on the relationship between the psychological collectivism and the initiative behavior of employees,whether and how to influence the relationship between the two from the aspect of team atmosphere.In this paper,based on the previous studies,using IBM spss20.0 and mplus 7.0 statistical analysis software as data processing tools,304 valid questionnaires collected online and offline were analyzed empirically.This paper explores the influence of psychological collectivism on employees' initiative behavior(including speech behavior,reasonable explanation,responsibility behavior),and the moderating effect of right distance orientation between psychological collectivism and employees' initiative behavior.The results are as follows:(1)The psychological collectivism of employees has an inverted U-shaped effect on their behavior and reasonable description.That is,when the psychological collectivism does not exceed the critical value,the higher the level of psychological collectivism of employees,the more inclined to make the speech behavior and reasonable explanation behavior,but when the psychological collectivism exceeds the critical value,the higher the level of the staff's psychological collectivism,the less willing to make the speech behavior and the reasonable explanation behavior.(2)The psychological collectivism of employees has no significant negative U-shaped relationship to their responsible behavior,but a significant positive linear relationship.(3)In the inverted U-type relationship between psychological collectivism and constructive behavior and rational explanation of behavior,the power distance orientation has a negative regulating effect,that is,the lower the power distance orientation is,the lower the power distance orientation is.The relationship between psychological collectivism and constructive behavior and rational explanation behavior is more obvious.This paper studies the apocalyptic leadership or team:(1)The appropriate team cooperation atmosphere is particularly important,the enterprise's group atmosphere should not be too thin,make the staff's collective consciousness indifferent,but also should avoid the group atmosphere too strong and lead to staff's psychological collectivism too strong.(2)Managers can be adjusted to the staff support to achieve good management of the team.The effect of employee initiative varies from person to person.Without changing the corporate culture or team atmosphere,managers can scale up employee performance by choosing to increase support for outstanding employees.You can also reduce the negative impact of employee behavior on the organization or team by choosing to lower the level of support for those "troublemakers".3)Establishing efficient leader-member exchange relationship has an important influence on employee's initiative behavior,managers and employees should establish a good personal relationship,which helps employees to more initiatively solve the difficulties and troubles of managers in their work.Taking on more responsibility will also lead to greater attention to your own behavior,greater efficiency and lower error rates.