ArticleFrontiers in psychology2021
Distributed Leadership and New Generation Employees' Proactive Behavior: Roles of Idiosyncratic Deals and Meaningfulness of Work.
Article in Frontiers in psychology, 2021. The graph could read no effect estimate from its abstract, so it casts no vote on the map. Cited by 6 papers.
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Who cites it
6 citing papers in PubMed.
- Intrinsic work values and proactive behavior among early-career employees: boundary conditions of perceived employment relations climate and internal locus of control.Frontiers in psychology · 2026Article
- Influence of mentoring on the proactive behavior of new employees: moderated mediation effect of agreeableness.Frontiers in psychology · 2024Article
- Is Job Insecurity Harmful to All Types of Proactivity? The Moderating Role of Future Work Self Salience and Socioeconomic Status.Frontiers in psychology · 2022Article
- Red Tape and Community Workers' Proactive Behavior During COVID-19: Applying the Job Demands-Resources Model.Frontiers in psychology · 2022Article
- Research on the Effect of Narcissistic Leadership on Employee Job Embeddedness.Frontiers in psychology · 2022Article
- The effect of i-deals on employees' unethical behavior during the COVID-19 pandemic: The roles of hubristic pride and grandiose narcissism.Frontiers in psychology · 2022Article
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Authors and funding
5 authors.
Funding
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Abstract
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.
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