Research On The Influence Of Differential Leadership On Employees' Anti-production Behavior

With the continuous exploration and improvement of the LMX theory in the West,more and more Chinese scholars have also turned their attention to the differential leadership behavior that suits the Chinese context,especially the private dimension.Whether this kind of partial leadership style is a passive management behavior,different scholars have their own opinions.Leadership behavior,as an important factor that affects employees' behavior outside the role,also allows scholars to discover the connection between differential leadership and employee anti-production behavior.However,the existing research basically takes the differential leadership evaluated from the perspective of employees as the research object,but the literature points out that the study of the unilateral perspective on leadership behavior is not comprehensive,and existing scholars have begun to study the cognitive consistency of LMX.Therefore,based on the cognitive consistency perspective of supervisors and employees,this paper attempts to explore the mechanism of the influence of the partial private dimension of differential leadership on employee anti-production behavior.This article selects 403 pairs of matched supervisors and employees as the research object,based on cognitive consistency to analyze the influence mechanism of the partial preference dimension of differential leadership on employees' anti-productive behaviors in enterprise organizations,and the sense of empowerment as the differential leadership partial privacy Dimensional cognition consistency mediates the effect of anti-productive behavior,and the organizational ethical climate regulates the effect of psychological empowerment on anti-productive behavior.Aiming at the issues studied in this article,we separately sorted out the literature on differential leadership,anti-productive behavior,related consistency research,psychological empowerment,and organizational ethical atmosphere,and clarified the influence relationship between various variables,based on social exchange theory and ternary The interactive decision theory proposes corresponding theoretical models and research hypotheses.Then use the existing mature scale,combined with the preliminary data processing results to effectively modify and improve the questionnaire.Finally,SPSS19.0 software and OriginPro8.0 software were used to analyze the recovered effective questionnaires,so as to draw the following research conclusions and recommendations.First,the effect of supervisors and employees' consensus / disagreement on different dimensions of differential leadership on anti-productive behavior.Specifically,for tolerance errors,care communication and promotion rewards,in the case of consistency,there are fewer anti-productive behaviors in high cognition-high perception consistency than double low consistency;in the case of inconsistency,error in tolerance Compared with high supervisor awareness and low employee perception,employees exhibit less anti-productive behavior when supervisor awareness is low and employee perception is high.When compared with inconsistencies,when the supervisor's perception and the employee's perception are the same,the employee shows less anti-production behavior.Second,the effect of supervisors and employees' cognitive consistency on different dimensions of differential leadership on psychological empowerment.Specifically,for tolerance and mistakes,the cognitive consistency of superiors and subordinates has a significant negative effect on psychological empowerment.Third,as the level of psychological empowerment increases,employees' antiproductive behavior will be suppressed.Psychological empowerment plays an intermediary role in the relationship between tolerance for mistakes,care and communication,promotion of rewards and anti-productive behaviors.Fourth,self-interest,caring,and regular organizational ethical climates play a regulatory role in suppressing psychological empowerment and anti-productive behavior.Finally,this article provides some suggestions and specific measures for the managers in the enterprise to effectively reduce or avoid employee anti-productive behaviors,and analyzes the shortcomings in the research and the possible causes of the unsatisfactory results.Prospects for future research and development are made.