The Influence of Inclusive Leadership on Employees' Proactive Behavior: The Mediating Effects of Organizational-based Self-esteem and Error Management Climate

Abstract

Abstract:

In the new normal economic background, an employer expects its employees not only to meet basic job requirements, but also to break through routine work requirements by showing initiative and thinking proactively to help their company respond effectively to environmental challenges. Globalization has brought about an increase in cross-regional population flows. The new generation of employees has gradually become the main force in the workplace, and staff in the workplace is becoming increasingly diversified. In view of the diversification of employees, a challenge that management team has to face is to find out how to carry out diversified management and give full play to the diversification of the employees' work initiative. This issue has also attracted the attention of academia. Inclusive leadership can inspire the initiative of diversified employees because of its openness, availability, and accessibility. Based on the theory of self-determination, this paper constructs a multiple mediator model with organizational self-esteem and error management climate to explore the influencing mechanism of inclusive leadership on employees' proactive behavior in organizations. Data are collected through paired questionnaire survey of 67 team leaders and 304 employees. The results show that inclusive leadership has a positive effect on employees' proactive behavior. HLM results reveal that organizational-based self-esteem and error management climate play a full mediating role between the two in the individual and the team level. The conclusion of the research reveals the influencing path of inclusive leadership on employees' proactive behavior. This not only confirms the inclusive leadership has the characteristics of fault tolerance, but also enriches the research of the influence factor of error management climate. At the same time, this research also confirms the positive effect of the error management climate on the employee's proactive behavior, and provides a theoretical reference and management inspiration for the cultivation of the leadership's inclusiveness and the construction of organizational error management climate.

Key words: inclusive leadership, organizational-based self-esteem, error management climate, proactive behavior

Kong Liang, Li Xiyuan, Zhang Fawang. The Influence of Inclusive Leadership on Employees' Proactive Behavior: The Mediating Effects of Organizational-based Self-esteem and Error Management Climate[J]. , 2020, 32(2): 232-243.

References

[1] Mor Barak M. E. Managing Diversity:Toward a Globally Inclusive Workplace[M]. Thousand Oaks, CA:Sage, 2014
[2] Benson A. J., Hardy J., Eys M. Contextualizing Leaders' Interpretations of Proactive Followership[J]. Journal of Organizational Behavior, 2016,37(7):949-966
[3] Shore L. M., Randel A. E., Chung B. G., et al. Inclusion and Diversity in Workgroups:A Review and Model for Future Research[J]. Journal of Management, 2011,37(4):1262-1289
[4] Randel A. E., Dean M. A., Ehrhart K. H., et al. Leader Inclusiveness, Psychological Diversity Climate, and Helping Behaviors[J]. Journal of Managerial Psychology, 2016,31(1):216-234
[5] 唐宁玉,张凯丽. 包容性领导研究述评与展望[J]. 管理学报, 2015,12(6):932-938
[6] Hirak R., Peng A. C., Carmeli A. Linking Leader Inclusiveness to Work Unit Performance:The Importance of Psychological Safety and Learning from Failures[J]. The Leadership Quarterly, 2012,23(1):107-117
[7] Choi S. B., Tran T. B. H, Park B. I. Inclusive Leadership and Work Engagement:Mediating Roles of Affective Organizational Commitment and Creativity[J]. Social Behavior and Personality, 2015,43(6)931-941
[8] 古银华. 包容型领导对员工创新行为的影响——一个被调节的中介模型[J]. 经济管理, 2016,38(4):93-103
[9] Mitchell R., Boyle B., Parker V., et al. Managing Inclusiveness and Diversity in Teams:How Leader Inclusiveness Affects Performance through Status and Team Identity[J]. Human Resource Management, 2015,54(2):217-239
[10] Parker S. K., Williams H. M., Turner N. Modeling the Antecedents of Proactive Behavior at Work[J]. Journal of Applied Psychology,2006,91(3):636-652
[11] Parker S. K., Bindl U. K., Strauss K. Making Things Happen:A Model of Proactive Motivation[J]. Journal of Management, 2010,36(4):827-856
[12] Liu S. M., Liao J. Q., Wei H. Authentic Leadership and Whistle Blowing:Mediating Roles of Psychological Safety and Personal Identification[J]. Journal of Business Ethics, 2015,131(1):107-119
[13] Temple J. B., Ylitalo J. Promoting Inclusive Leadership in Higher Education Institutions[J]. Tertiary Education and Management, 2009,15(3):277-289
[14] Nembhard I. M., Edmondson A. C. Making it Safe:The Effects of Leader Inclusiveness and Professional Status on Psychological Safety and Improvement Efforts in Health Care Teams[J]. Journal of Organizational Behavior, 2006,27(7):941-966
[15] Carmeli A., Roni R. P., Enbal Z. Inclusive Leadership and Employee Involvement in Creative Tasks in The Workplace:The Mediating Role of Psychological Safety[J]. Creativity Research Journal, 2010,22(3):250-260
[16] 方阳春. 包容型领导风格对团队绩效的影响——基于员工自我效能感的中介作用[J]. 科研管理, 2014,35(5):152-160
[17] 章璐璐,杨付,古银华. 包容型领导:概念、测量及与相关变量的关系[J]. 心理科学进展, 2016,24(9):1467-1477
[18] Frese M., Fay D. Personal Initiative:An Active Performance Concept for Work in the 21st Century[J]. Research in Organizational Behavior, 2001,23(2):133-187
[19] Deci E. L., Ryan R. M. Intrinsic Motivation and Self-Determination in Human Behavior[M]. New York:Plenum, 1985
[20] 门一,樊耘,马贵梅,等. 基于自我决定理论对新一代人力资本即兴行为形成机制的研究[J]. 管理评论, 2015,27(11):132-139
[21] Wu C., Parker S. K. The Role of Leader Support in Facilitating Proactive Work Behavior:A Perspective from Attachment Theory[J]. Journal of Management, 2017,43(4):1025-1049
[22] 李红,刘洪. 领导对员工主动性行为影响的研究述评[J]. 软科学, 2014,28(8):46-50
[23] 杨振芳,陈庆文,朱瑜,等. 精神型领导是员工主动性行为的驱动因素吗?——一个多重中介效应模型的检验[J]. 管理评论, 2016,28(11):191-202
[24] 孙春玲,张华,李贺,等. 授权氛围对项目经理主动性行为的影响机理研究:心理授权的中介作用[J]. 管理评论, 2014,26(7):196-208
[25] Den Hartog D. N., Belschak F. D. When Does Transformational Leadership Enhance Employee Proactive Behavior? The Role of Autonomy and Role Breadth Self-Efficacy[J]. Journal of Applied Psychology, 2012,97(1):194-202
[26] Pierce J. L., Gardner D. G., Cummings L. L., et al. Organization-Based Self-Esteem:Construct Definition, Measurement and Validation[J]. Academy of Management Journal, 1989,32(3):622-648
[27] 陆欣欣,涂乙冬. 基于组织的自尊的情境化与适用性[J]. 心理科学进展, 2014,22(1):130-138
[28] 刘蕴. 道德型领导对员工帮助行为的影响机制——基于自我概念的视角[J]. 经济管理, 2016,38(1):84-93
[29] Hollander E. P. Inclusive Leadership:The Essential Leader-Follow Relationship[M]. New York:Taylor and Francis, 2009
[30] Pierce J. L., Gardner D. G. Self-Esteem Within the Work and Organizational Context:A Review of the Organization-Based Self-Esteem Literature[J]. Journal of Management, 2004,30(5):591-622
[31] 马贵梅,樊耘,于维娜,等. 员工-组织价值观匹配影响建言行为的机制[J]. 管理评论, 2015,27(4):85-98
[32] Ghosh R., Reio T. G. Jr., Haynes R. K. Mentoring and Organizational Citizenship Behavior:Estimating the Mediating Effects of Organization-Based Self-Esteem and Affective Commitment[J]. Human Resource Development Quarterly, 2012,23(1):41-63
[33] 刘小禹,刘军,许浚,等. 职场排斥对员工主动性行为的影响机制——基于自我验证理论的视角[J]. 心理学报, 2015,47(6):826-836
[34] 赵燕梅,张正堂,刘宁,等. 自我决定理论的新发展述评[J]. 管理学报, 2016,13(7):1095-1104
[35] Van D. C., Frese M., Baer M., et al. Organizational Error Management Culture and Its Impact on Performance:A Two-Study Replication[J]. Journal of Applied Psychology, 2005,90(6):1228-1240
[36] 尹奎,孙健敏,陈乐妮. 差错管理氛围研究述评与展望[J]. 外国经济与管理, 2016,38(2):75-87
[37] 罗瑾琏,胡文安,钟竞. 悖论式领导、团队活力对团队创新的影响机制研究[J]. 管理评论, 2017,29(7):122-134
[38] Frese M., Keith N. Action Errors, Error Management, and Learning in Organizations[J]. Annual Review of Psychology, 2015,66(1):661-687
[39] Gronewold U., Gold A., Salterio S. E. Reporting Self-Made Errors:The Impact of Organizational Error-Management Climate and Error Type[J]. Journal of Business Ethics, 2013,117(1):189-208
[40] Tang N., Jiang Y., Chen C., et al. Inclusion and Inclusion Management in the Chinese Context:An Exploratory Study[J]. International Journal of Human Resource Management, 2015,26(6):856-874
[41] 王重鸣,郭维维, Michael,等.创业者差错取向的绩效作用及其跨文化比较[J]. 心理学报, 2008,40(11):1203-1211
[42] 尹奎,孙健敏,邢璐,等. 研究生科研角色认同对科研创造力的影响:导师包容性领导、师门差错管理氛围的作用[J]. 心理发展与教育, 2016,32(5):557-564
[43] 刘冰,许骁,徐璐. 威权领导与员工主动性行为:一个跨层次研究[J]. 预测, 2017,36(3):8-13
[44] 张宁俊,袁梦莎,付春香,等. 差错管理氛围与员工创新行为的关系研究[J]. 科研管理, 2015, 36(s1):94-101
[45] Brislin R. W. Translation and Content Analysis of Oral and Written Materials. In Triandis H. C., Berry J. W. (Eds.), Handbook of Cross-cultural Psychology[M]. Boston, MA:Allyn and Bacon, 1980
[46] Cigularov K. P., Chen P. Y., Rosecrance J. The Effects of Error Management Climate and Safety Communication on Safety:A Multi-Level Study[J]. Accident Analysis and Prevention, 2010,42(5):1498-1506
[47] Scott K. L., Shaw J. D., Duffy M. K. Merit Pay Raises and Organization-Based Self-Esteem[J]. Journal of Organizational Behavior, 2008,29(7):967-980
[48] Griffin M. A., Neal A., Parker S. K. A New Model of Work Role Performance:Positive Behavior in Uncertain and Interdependent Contexts[J]. Academy of Management Journal, 2007,50(2):327-347
[49] Ouyang K., Lam W., Wang W. Roles of Gender and Identification on Abusive Supervision and Proactive Behavior[J]. Asia Pacific Journal of Management, 2015,32(3):1-21
[50] 郭玮,李燕萍,杜旌,等. 多层次导向的真实型领导对员工与团队创新的影响机制研究[J]. 南开管理评论, 2012,15(3):51-60
[51] Bryk A. S., Raudenbush S. W. Hierarchical Linear Models:Applications and Data Analysis[M]. Newbury Park, CA:Sage, 1992
[52] Bliese P. D. Within-group Agreement, Non-Independence, and Reliability:Implications for Data Aggregation and Analyses[A]. In Klein K. J., Kozlowski S. W. J. (Eds.), Multilevel Theory, Research, and Methods in Organizations:Foundations, Extensions, and New Directions[C]. San Francisco:Jossey-Bass, 2000
[53] James L. R., Demaree R. G., Wolf G. Estimating Within-group Interrater Reliability with and without Response Bias[J]. Journal of Applied Psychology, 1984,69(1):85-98
[54] James L. R., Demaree R. G., Wolf G. Rwg:An Assessment of Within-group Interrater Agreement[J]. Journal of Applied Psychology, 1993,78(2):306-309
[55] Baron R. M., Kenny D. A. The Moder ator-Mediator Variable Distinction in Social Psychological Research:Conceptual, Strategic, and Statistical Considerations[J]. Journal of Personality and Social Psychology, 1986,51(6):1173-1182
[56] Preacher K. J., Zyphur M. J., Zhang Z. A General Multilevel SEM Framework for Assessing Multilevel Mediation[J]. Psychological Methods, 2010,15(3):209-233
[57] 刘泱,朱伟,赵曙明. 包容型领导风格对雇佣关系氛围和员工主动行为的影响研究[J]. 管理学报, 2016,13(10):1482-1489