Research on the Influence Mechanism of Employee Workship Identification Difference on Their Proactive Behavior

DOI

10.2991/978-2-494069-31-2_87How to use a DOI?

Keywords

social cognitive theory; workship identification difference; proactive behavior; face-pressure; benevolent leadership

Abstract

Based on the Social Cognition Theory, it examined the influence of employee workship identification difference on their proactive behavior under the background of team leadership changed, discussing the mediating effect of face- pressure and the moderating effect of benevolent leadership by collecting the data from 516 employees. SPSS22.0 software was used to test the reliability and validity of the scales for the main variables. Confirmatory factor analysis was performed on the factor structures of the four latent variables by AMOS22.0, including the PROCESS of macro program for the examining of regulatory effect. Then, based on the Bootstrap sampling test of 10,000 times, the conditional indirect effect and the moderated mediating effect were obtained under the condition of one standard deviation plus or minus for the mean value. This research draws the following conclusions: the perceived difference of work status have a significant negative effect on the proactive behavior of employees. Face-pressure partly mediated the relationship between workship identification difference and proactive behavior. Benevolent leadership played a moderating role in the indirect relationship between workship identification difference, proactive behavior and face-pressure. The greater difference of employee workship cognition, the stronger face- pressure will be, and the employees will correspondingly reduce the proactive. When benevolent leadership was involved, the mediating effect of face-pressure on employees will be reduced and their proactive will be enhanced.

Copyright

© 2022 The Author(s)

Open Access

Open Access This chapter is licensed under the terms of the Creative Commons Attribution-NonCommercial 4.0 International License (http://creativecommons.org/licenses/by-nc/4.0/), which permits any noncommercial use, sharing, adaptation, distribution and reproduction in any medium or format, as long as you give appropriate credit to the original author(s) and the source, provide a link to the Creative Commons license and indicate if changes were made.

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TY  - CONF
AU  - Ping Wang
AU  - Deyong Zhu
AU  - Midru Kidist Amdu
AU  - Meng Huang
PY  - 2022
DA  - 2022/12/29
TI  - Research on the Influence Mechanism of Employee Workship Identification Difference on Their Proactive Behavior
BT  - Proceedings of the 2022 6th International Seminar on Education, Management and Social Sciences (ISEMSS 2022)
PB  - Atlantis Press
SP  - 721
EP  - 736
SN  - 2352-5398
UR  - https://doi.org/10.2991/978-2-494069-31-2_87
DO  - 10.2991/978-2-494069-31-2_87
ID  - Wang2022
ER  -