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Research On The Mechanismofbetween Leadership Style And Organizational Human Resource Effectiveness

Posted on:2016-12-17Degree:DoctorType:Dissertation
Country:ChinaCandidate:X F YinFull Text:PDF
GTID:1109330503953400Subject:Business management
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Human resource management is the intermediate between employees and company performance. It is necessary for us to motivate employees to play to their potential by effective human resource management. With it, the competitiveness of company can be improved. So we attach more important to motivating employees. That means company should try to improve human management effectiveness(HRME). Which variables contribute to HRME? It may include leadership behavior, organizational climate,organizational change and so on, according to researches. In Chinese context, leadership style can influence HRME. Increasing evidence has been found in support of a relationship between factors of HRME and leadership styles, including paternal leadership,transformational leadership and transactional leadership. The differentiation perspective of human resource management(HRM) to China’s context of economic transition, and constructs a hybridism rationale to explain the distinctive characteristics of Chinese HRM.We respectively discuss the effect mechanisms of these variables in China. Then, by comparing the causing paths of HRME when using SEM, we explore the dynamic logics of fit leadership style, organizational change, organizational climate enforce the effectiveness of human resource management. Formal research proved organizational climate’s effects on sub-aspect of HRME. What’ more, sponsored organizational change by leaders has cause changes of organizational climate and HRME.The purpose of this paper is to gain a better understanding of the variables and processes involved in leadership styles, organizational change, organizational climate and HRME. This paper investigates the relationships among them and functions. Obviously an interesting subject of research, it is worthwhile delving into the role played by leadership style, organizational change and climate in bridging the gap between research and practice.412 employees, including employees of different positions attended the survey. Descriptive statistics, exploratory factor analysis, confirmatory factor analysis, the structural equation(SEM), hierarchical regression analysis and so on, were applied for data analysis. What’ s more. This study carry case study to explain and explore the relationship among leadership styles, organiztionational climate, organizational change and HRME. The concrete methods and conclusions are as the following:Human resource management effectiveness(HRME)This thesis aims to establish a set of evaluation index of management effectiveness.Based on the balanced scorecard theory as a foundation and with the reference of enterprise human resources management theory, the primacy questionnaire on HRME was created. As an important result variable, the construct of HRME consisted of five factors, which were performance management, talent management, employees’ efficiency, leadership and competitive salary, using exploratory factor analysis with method of principal component extraction and Varimax rotation. The reliability and validity of HRME questionnaire were highly enough by confirmatory factor analysis. The questionnaire can be used to evaluate the effect of company human resource management and research deduction. Implications of the findings are further discussed.leadership style and HRMEIncreasing evidence has been found in support of a relationship between HRME and factors of leadership styles, including paternal leadership, transformational leadership and transactional leadership. This study examines the influence of the three leadership styles on employees’ HRME and compares the different influence.The result indicated that paternalistic leadership had positive effects on HRME by hierarchical regression analysis. The findings suggested that one dimension of paternalistic leadership style namely, authoritarianism was found to have negative relationship with performance management and leadership. The other dimension of it namely,benevolence was found to have positive relationship with leadership. Implications of the findings are further discussed.The result indicated that transformational leadership had positive effects on HRME by hierarchical regression analysis. The findings suggested that one dimension of transformational style namely, inspiration was found to have negative relationship with performance management, talent management, employees’ efficiency and competitive salary. Implications of the findings are further discussed.The result indicated that transactional leadership had positive effects on HRME by hierarchical regression analysis. The findings suggested that one dimension of transactional style namely, positive management by exception was found to have negative relationship with performance management and talent management. Implications of the findings are further discussed.The result indicated that they have different influence on HRME by the structural equation(SEM). The findings suggested that paternalistic leadership have strongerinfluence on HRME than transformational leadership and transactional leadership.Implications of the findings are further discussed.paternalistic leadership’s effect on organizational climate and organizational changeThe result indicated that paternalistic leadership had positive effects on organizational climate by hierarchical regression analysis. The findings suggested that authoritarianism was found to have negative relationship with organizational climate and benevolence was found to have positive relationship with organizational climate. Implications of the findings are further discussed.The result indicated that paternalistic leadership had positive effects on organizational climate by hierarchical regression analysis. The findings suggested that authoritarianism was found to have negative relationship with multiculture and benevolence was found to have positive relationship with creativity by venture, dynamic integration and multiculture.Implications of the findings are further discussed.Organizational climate and organizational change’ s effect on HRMEThis paper examines organizational climate’s relationship to HRME. Results suggest that the organizational climate influences them. Results suggest that management style climate are positively associated with talent management, employees’ efficiency, leadership and competitive salary.This paper examines organizational change’s relationship to HRME. Results suggest that the organizational change nevertheless influences them. Results suggest that creativity by venture are positively associated with competitive salary and interaction by internet are positively associated with performance management, talent management and leadership.Results suggest that multiculture are positively associated with performance management,talent management, employees’ efficiency and leadership. Implications of the findings are further discussed.The mediator role of organizational climate and organizational changeThe present article proposes an organizational variable that incorporates organizational climate and organizational change to shed light on the intermediate linkages between paternalistic leadership and HRME. We use hierarchical regression and structural equation models(SEM) to examine the processes from leadership behavior to HRME. The structural equation modeling indicates that the proposed model fits reasonably well to the data. We found significant direct effects of a positive organizational climate predicting HRME as well as mediating effects of paternalistic leadership on HRME and significant direct effectsof a positive organizational change predicting HRME as well as mediating effects of paternalistic leadership on HRME. The result also shows that paternalistic leadership play an indirect role in affecting organizational climate through the mediation of organizational change. Findings suggest that research and practice would benefit by focusing on improving organizational climate and organizational change.In conclusion, these results suggest that improvement in leadership, organizational climate and organizational change is a practical way to enhance HRME.
Keywords/Search Tags:leadership style, human resource management effectiveness, organizational climate, organizational change
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