Xu Shuhui, Zhang Haomin, Dai Yi, Ma Jun, Lyu Ledi
School of Management, Shanghai University, Shanghai, China.
Business School, Shanghai Dianji University, Shanghai, China.
Front Psychol. 2021 Nov 10;12:755513. doi: 10.3389/fpsyg.2021.755513. eCollection 2021.
New generation employees have become the main force of the organization, and their proactive behavior directly affects the organization's future development. How to effectively stimulate the proactive behavior of new generation employees has become a hot topic in the field of organizational management. Based on the integrated perspective of social exchange and self-enhancement, we constructed a multistep mediation model to explore the influence mechanism of distributed leadership on the proactive behavior of new generation employees. We designed a three-stage research method of supervisor-employee pairing to collect data from 26 supervisors and 304 new generation employees in a new energy vehicle company in East China. Results indicated that (a) distributed leadership is positively related to proactive behavior of new generation employees; (b) idiosyncratic deals and meaningfulness of work mediated the linkage between distributed leadership and new generation employees' proactive behavior; (c) idiosyncratic deals and meaningfulness of work play a multistep mediation role between distributed leadership and new generation employees' proactive behavior. These findings have theoretical implications for the proactive behavior literature and managerial implications for practitioners.
新一代员工已成为组织的主力军，他们的积极行为直接影响着组织的未来发展。如何有效激发新一代员工的积极行为已成为组织管理领域的热门话题。基于社会交换和自我提升的综合视角，我们构建了一个多步中介模型，以探究分布式领导对新一代员工积极行为的影响机制。我们设计了一种主管-员工配对的三阶段研究方法，从中国东部一家新能源汽车公司的26名主管和304名新一代员工中收集数据。结果表明：（a）分布式领导与新一代员工的积极行为呈正相关；（b）个性化交易和工作意义在分布式领导与新一代员工积极行为之间起中介作用；（c）个性化交易和工作意义在分布式领导与新一代员工积极行为之间起多步中介作用。这些发现对积极行为文献具有理论意义，对实践者具有管理意义。
