How does Inclusive Leadership Enhance Proactive Work Behaviors of Junior Officials? The Role of Role Breadth Self-Efficacy and Relative Promotion Valence

The extent of supervisors’ inclusiveness had important impacts on junior officials’ proactive work behaviors, but it remained unclear for mechanism underlying relationship between them. The results of literature review indicated that such relationship was quite possibly mediated by role breadth self-efficacy, moreover, incentives from job title and job rank system probably moderated the second half path of mediation. The above theoretical findings can be tested by moderated mediating analysis method. The valid data used for model test was collected by self-reported questionnaires from 393 junior officials worked in central-region. The results showed that junior officials’ proactive work behaviors were significantly enhanced by inclusive leadership directly and indirectly. Role breadth self-efficacy has significant mediating effect in indirect promoting mechanism. Relative promotion valence significantly moderated relationship between role breadth self-efficacy and proactive work behaviors. Higher valence of job title promotion displayed stronger enhancement than higher valence of job rank for relationship between them. Nevertheless, higher valence of job rank promotion also strengthened such relationship.