The Impact Of Relational Leadership On Employees' Proactive Working Behavior

In the current era,the new economic environment has created the demand for employees' proactive innovative behavior,which is influenced by the relationship between leaders and members in the organization.For enterprises,establishing a strong relationship between leaders and members is to stimulate the proactivity of employees,thus providing impetus for innovation and change of organizations,and to meet the requirement of employees' learning and growth in their work which leads to the mutual development of employees and enterprises.Relational leadership can promote employees to practice their proactive work behavior by establishing high-quality leader-member exchange relationship and forming trust and close cooperation in the organization through interpersonal network.Therefore,it is of great value to study how relational leadership acts on employees' proactivity in work,and to further explore the paths and boundary conditions of this relationship.Furthermore,employees' perception of organizational climate and working environment is an important factor affecting employees' participation in various activities of enterprises.As a vital concept,employees' perception of being the'master'of their belonged organization which referred to insider identity can motivate employees,and further facilitate the proactivity of their work behavior.Additionally,job insecurity may raise negative and withdrawal emotions among employees,which will weaken the consistency of personal and organizational interests,and make it difficult for employees to integrate themselves into the cooperative relationship within the organization.According to current research,this dissertation introduces social exchange theory and social cognitive theory as the theoretical perspective.Moreover,relational leadership is selected as independent variable,proactive work behavior as dependent variable,as well as insider identity and job insecurity as mediation and moderation to construct a moderated mediation research model.For the examination of the hypothesized model,220 employees from six large enterprises in China are invited for a questionnaire survey Also,SPSS 19.0 and AMOS23.0 statistical software are used for the empirical analysis.The conclusions are as followed:Relational leadership is positively related to proactive work behavior;relational leadership is positively related to insider identity;insider identity is positively related to proactive work behavior;insider identity mediates the positive relationship between relational leadership and proactive work behavior;job insecurn ty negatively moderates the relationship between relational leadership and insider identity,in which the higher job insecurity,the weaker the positive relationship between relational leadership and insider identity;job insecurity moderates the positive relationship between relational leadership and proactive work behavior by moderating insider identity,in which the higher job insecurity,the weaker positive relationship between relational leadership and proactive work behavior.The conclusion of this dissertation provides practical inspiration for the training and development of leadership,the generation of employees'proactive work behavior and the realization of organizational innovation ability.