Research On The Influence Of Workplace Bullying On The Work Initiative Of Front-line Employees In Hotels

Bullying has become more common in the workplace in recent years.Workplace bullying is a typical negative behavior that has become a social issue that must be focused on today.With the development of the economy,the dominant position of the service industry has become more and more significant.However,the service industry employees generally have the characteristics of high liquidity,high work intensity,and low entry barriers.As a typical tourist and service reception company,the hotel also has these characteristics.The strict hierarchical relationship of the hotel industry as well as the high mobility of employees,the intensity of work,and the low barriers to entry in the industry,make the frontline employees of the hotel more vulnerable to bullying at work.The daily operation and management of the hotel is inseparable from a large number of front-line employees.The work status of the front-line staff of the hotel is of vital importance to the development of the company.Therefore,it is of great significance to explore the influence mechanism of workplace bullying on the initiative of the frontline staff of the hotel.In view of this,this study selects the frontline staff of the hotel as the research object,based on the paradigm of "perception-emotion-behavior",introduces the intermediary variable of work anxiety to explore how workplace bullying can affect work initiative through work anxiety,and employee-organization exchange.The regulatory effect of relationships on the path of work anxiety mediation.In order to provide a theoretical basis for the hotel's practice management process to improve employees' work enthusiasm and service quality.The main content of the article is as follows:Firstly,the related literatures are summarized and summarized,and the research questions are put forward.The existing workplace bullying behavior,work anxiety,employee-organization exchange relationship and work initiative are reviewed,which lays a theoretical foundation for subsequent empirical analysis.Then carry out empirical research and analyze the acquired data through software such as SPSS and AMOS.Hypothesis verification includes the main effect verification of the influence of workplace bullying on work initiative,the mediating effect of work anxiety on workplace bullying behavior and work initiative.And the adjustment effect of employee-organization exchange relationship on the path of mediating between work anxiety and workplace bullying behavior and work initiative;finally,the conclusions of this paper are drawn through the results of data processing,and the whole research process is concluded and summarized.The purpose of this paper is to:(1)to explore whether different demographic characteristics have different effects on workplace bullying behavior,work initiative,work anxiety,and employee-organizational exchange relationship for the specific target of hotel frontline employees;Investigate the role of workplace bullying behavior on employee work initiative,introduce work anxiety and employee-organization exchange relationship,explore the mediating role of work anxiety and the adjustment role of employee-organization exchange relationship;(3)work initiative based on workplace bullying behavior The results of the investigation of the mechanism of action propose relevant management recommendations.The conclusions of this paper are as follows:(1)in addition to gender,there are some differences in the perception of workplace bullying behavior,work anxiety,work initiative and employee-organization exchange relationship among hotel front-line employees in aspects of marriage,age and working years.Among them,married people's perception of work anxiety and social exchange relationship is greater than that of unmarried people,unmarried people's perception of workplace bullying is greater than that of married people,unmarried people's work initiative is greater than that of married people.Employees over the age of 50 are less likely to perceive their economic exchange relationship than those of other age groups.Compared with employees who have worked for 1-5 years,new employees who have worked for less than one year are more likely to perceive bullying.New employees who worked less than a year showed higher levels of initiative than those who had worked more than 15 years.Employees with a monthly income of 2001-3000 yuan are more likely to suffer from workplace bullying than those in other income groups,and have a higher sense of job anxiety than those in other income groups.In terms of work initiative,employees who earn less than 2,000 yuan are larger than those who earn more than 4,000 yuan.In terms of education level,employees with a bachelor's degree are more anxious about their work than those with other degrees.In terms of work initiative,employees with a high school or technical secondary school degree or less show higher work initiative than those with a college degree or higher.(2)there is a significant negative correlation between the perception of bullying behavior and work initiative of hotel front-line employees.(3)the work anxiety of hotel front-line employees plays a complete intermediary role between bullying behavior and work initiative.(4)employee-organization exchange relationship regulates the mediating pathway of job anxiety.