Research On The Influence Of Employees' Raises Values To Proactive Behavior

With the further improvement of the level of economic globalization,the changing environment faced by enterprises is increasingly demanding the ability of enterprises to respond.The change requires organizations to have changes,proactive awareness and actions from the bottom up,so employees' proactive behavior are becoming more and more important.As the majority part of the organization,the level of employees' proactive behavior is an important indicator of the ability of organizational change.At the same time,remuneration,as an important way for organizations to motivate employees,has an important impact on employees' self-acting behaviors.The research on the employees' raises values shows that employees' raises values have strong predictive ability for employees' behavior.Then,when the employees' raises values change,will the employee's proactive behavior have an impact? If so,what is the mechanism by which employees' raises values affect proactive behavior?In order to answer the above questions,this article further explores the impact of employees' raises values on proactive behavior.Based on the individual-organization matching theory,this paper explores the mediating role of self-efficacy and the regulatory effect of materialism.The study used the questionnaire data of 433 employees to test the hypothesis.The empirical results found that:(1)the level of employees' raises values is positively correlated with proactive behavior;(2)the self-efficacy in the employees' raises values-proactive behavior,which is the path plays an intermediary role;(3)Materialism negatively regulates the relationship between self-efficacy and proactive behavior,employees' raises values and proactive behavior.The innovation of this paper is:(1)For the first time,employees' raises values in the employee value system is introduced into the study of proactive behavior,and the system of researching proactive behaviors from the perspective of values is complemented and supplemented.(2)Expanding the research scope of materialism and self-efficacy.At present,there are basically no scholars who incorporate self-efficacy and materialism into the discussion of the value system.The study based on social cognition theory not only verifies the mediating effect of self-efficacy between employees' raises values and proactive behavior,but also confirms the regulatory effect of materialism between employees' raises values and self-efficacy.This conclusion not only supports self-efficacy as a mediator variable,but also opens up the role of materialism as a regulatory variable,filling the research gap of materialism in the field of management.In addition,the research results of this paper also put forward suggestions for the human resource management practice of real enterprises: First,the requirements and forms of compensation management must return to the essence of value.The conclusions of the study show that in an environment where organizations are in a variety of situations,it is an important issue to delve into how to make employees think about the organization in the long run.Secondly,based on the impact of the organization's common value system on proactive behavior,in addition to the competency of competence,especially in employee recruitment and configuration,it is necessary to further examine the common value matching between employees and organizations.Finally,the organization can classify employees according to the state and type of self-efficacy and materialism,and distinguish the communication work of salary increase.