An Empirical Study On Impact Of Differential Leadership To Employee Silence

As an indispensable member of the company,employees not only hold important information channels,but also grasp the first-hand information in the business process.However,affected by factors of leadership,organizational climate,etc.,many employees don't usually choose to say what they know.As time goes on,it will bring unpredictable losses to the enterprise.Therefore,how to solve the problem of employee silence has become the emphasis of scholars' research at home and abroad.Especially compared with foreign research,it is late for Chinese scholars to study employee silence,and there is a lack of empirical research about the influence of Chinese local leadership on employee silence.In the context of Chinese native culture,this study is based on theory of social exchange,social cognition,and organizational climate,and focuses on differential leadership,employee silence(implicit silence,defensive silence,prosocial silence),self-efficacy,employment relation climate,and organizational structure organicity,and then puts forward relevant research hypotheses.On this basis,this article adopts the method of questionnaire survey,with a sample of 260 employees,explores the impact of differential leadership-self-efficacy-employee silence,and further analyzes the regulation effect of employment relation climate and organizational structure organicity.Finally,the corresponding countermeasures and suggestions are put forward.The main conclusions of this research are as following:Firstly,differential leadership has a significant negative impact on employee silence(implicit silence,defensive silence,prosocial silence).The different ways in which the differential leaders treat their own subordinates and outsiders can effectively reduce the occurrence of employee silence.Second,self-efficacy plays a mediating role between differential leadership and employee silence(implicit silence,defensive silence,prosocial silence).Moreover,self-efficacy plays a partial intermediary role between differential leadership and employee's implicit silence and defensive silence,and plays a full intermediary role between differential leadership and prosocial silence.Thirdly,employment relation climate and organizational structure organicity play a moderating role between differential leadership and self-efficacy.The more harmonious employment relationship climate,the stronger positive relationship between differential leadership and self-efficacy;organizational structure more inclined to organic,the stronger positive relationship between differential leadership and self-efficacy.This study is helpful to understand the role path and the boundary conditions of differential leadership to employee silence.It provides a reference for studying the influence of differential leadership on employee silence in Chinese context.