Research On The Relationship Of Strengths-based Psychological Climate And Taking Charge Behavior

With the arrival of the new employer economy era centered on employees,employees have increasingly become an important source of sustainable competitive advantage for enterprises,as it is the main body of enterprise development.In the practice of human resources management,organizations should change their thinking of human resources management,from "making up for shortcomings" to "emphasizing advantages".Enterprises expect employees to shoulder more responsibilities and make changes actively rather than adapt to the environment passively.At present,employees are no longer satisfied with the basic needs of life,they are more inclined to self-improvement and self-development.As a perception of employee's advantages in group,strengths-based psychological climate can be regarded as a special sense of support provided by the organization.When an employee perceives that his/her advantages are appreciated,developed and fully utilized,he/she will feel the promotion of self-worth,the recognition and support from the organization for himself/herself,which will enhance the sense of belonging of employees to the organization and then make changes which is beneficial to the organization.However,it is not clear whether the perception of such practices can promote employees' positive behavior like taking charge and the method how it effects team members until now.Based on theoretical and practical background,this study explored the influence of strengths-based psychological climate on employees' taking charge behaviors,from the new perspective of employees' perception of organizational advantage intervention,And from the perspective of employee-organization relationship,this paper explored the mediating mechanism of the perceived insider status on the relationship between strengths-based psychological climate and the employee's taking charge behavior based on social exchange theory.We also discussed the possible moderating effect of reciprocation wariness on the process mechanism of employee's strengths-based psychological climate influencing taking charge behaviors.Using the method of questionnaire survey,we collected 233 valid samples in total from different enterprises.Then,we used SPSS25.0 software and Mplus7.4 software to analyze the questionnaire data and test our hypotheses,then we get some main conclusions:(1)Strengths-based psychological climate is positively related to employees' taking charge behavior;(2)Strengths-based psychological climate is positively related to perceived insider status;(3)Perceived insider status is positively related to employees' taking charge behavior;(4)Perceived insider status plays a part of mediating role in the relationship between strengths-based psychological climate and the employees' taking charge behavior;(5)Reciprocation wariness can negatively moderate the positive relationship between strengths-based psychological climate and perceived insider status.That is to say,compared to higher level of reciprocation wariness,under lower level of reciprocation wariness,the relationship between strengths-based psychological climate and perceived insider status was stronger;(6)Reciprocation wariness negatively moderated the indirect relationship between strengths-based psychological climate and taking charge behavior of employees.This research enriches the theoretical research in the field of taking charge behavior by empirical methods,and reveals the "black box" of the relationship between the strengths-based psychological climate and taking charge behavior of employees from the perspective of social exchange theory.Meanwhile this article provides some suggestions for managers,such as emphasizing the advantages of employees and stimulating their initiative to taking charge,optimizing recruitment and staffing based on advantage orientation,enhancing the sense of belonging of employees to organization and then raising their perceived insider status and paying attention to the impact of reciprocation wariness on employee-organization relationship.Finally,this study points out the shortcomings of the paper and prospects for future research.