An Empirical Research On The Relationship Among Leader Values,Leader Behavior And Leader Ffectiveness

Faced with the rapidly changing external environment and internal environment, leaders must, on one hand, actively response to the sudden changes and take effective leadership behaviors. On the other hand, leaders should rely on the cooperation and efforts of members within the organization, and their knowledge, experience, ability and wisdom to guide subordinates to adapt to the changes to complete new missions of the organization and constantly promote the progress of the organization. Leadership is a long run issue, good leadership can bring prosperity to the organization, while bad leadership will cause decline or demise to an organization. Concerns on Leadership has an extremely long history, which can be even traced back to prehistory. Leadership will play an essential role to organizational construction and social development. In traditional Chinese culture, a qualified leader has two basic qualities: ability and virtue. That indicates a good moral character and ability which are the first criteria in selecting new leaders. "Virtue" is the equivalent of leaders’ values. As values can influence people’s attitudes and behavior, it can influence people’s judgments and decisions. The leadership values is the emotional bond to connect organizational norms and personal obligations, and it can affect, or even change the values of the subordinates. Leaders’ values dominates leadership behavior, and leadership behavior affects leadership performance. At the same time, leadership performance is a powerful driving force for promoting the development of an organization. As a result, we have a clear understanding that the formation and improvement of l eadership behavior are strongly influenced by values. This study suggests that the formation of leadership behavior, values and the relationship between them should be in an organic and holistic construct. There leaves some room to further explore the lead ership behavior theory.First, organizational learning orientation is not only an organizational characteristics, but an innovative learning ability as well. Leadership is the core of the organization, and is also the key to human, material and financial r esources and even all the resources within the organization. Organizational learning, starting from the individual learning inside an organization, is a dynamic process of identifying, innovating, and sharing knowledge of the organization to change the org anizational behavior. In the process of individual learning, leadership ability becomes very important. Leadership learning behavior indicates the use of a variety of knowledge and aptitude when faced up with changes and impact of organizational change.The study aims to construct an improved leadership behavior model from the perspective of learning, and embedded learning. Learning behavior is the key to gain the competitive advantage, while learning leadership behavior can influence the behavior of subordinates, and lead subordinates to learn together, which is helpful to discovering, identification, innovation and sharing of knowledge. Only through continuous learning and practices, one may become a good leader. Therefore, based on PM(performance, maintenance), CPM(performance, maintenance, character and moral) and other leaders behavior theory, and combined with China’s special situations and conditions, the L-CPM(learning, performance, maintenance, character and moral) leadership behavior model is proposed, the four dimensions of which are: leadership learning behavior, moral character dimensions, goal-oriented dimension and group dimensions.Second, since ancient times, "ability and integrity" are the requirements for leaders. Leaders must have perfect values. If a problem arises in this respect, the destructiveness of the behavior of its leadership will be serious. Because the values can influence people’s judgment and choice, and also is the connective emotional bond between the organization norms and subordinates, leadership values can affect the relationship between leadership behaviors and leadership performance. There may exit more complex non-linear relationships among them. Therefore, the thesis studies the moderator between leadership behavior and leadership performance values.Then, under the guidance of the positive leadership values, leadership behavior evaluation is consisted of three factors including learning-oriented behavior(L), goal-directed behavior(P), and group-oriented behavior(M). The three factors, each is divided into high level and low level, and thus 8 kinds different types of leadership behavior are formed including LPM, l PM, LPm, l Pm, Lp M, lp M, Lpm, and lpm. By using 2 * 2 * 2 randomized simulation scenarios, the effects o f the eight different types of leadership and leadership performance are explored. The results will provide theories to understand China’s leadership and to support leadership selection and appointment. Finally, due to the limitation of resources, time, e nergy, etc., it is impossible for leaders to maintain same relationship to each subsidiary. Therefore leaders treat differently to different subordinates; and the relationship between the two is on the basis of emotional exchange and work-based contract. Further study to this relationship will predict effects of leadership behaviorFirst, study the mediating effect of LMX(Leader-member exchange) on the relationship between leadership behavior and leadership performance to prove leadership learning behavior exerts mediating effect on subordinates’ satisfaction, organizational commitment and enthusiasm. Second, study the different effects of leadership behavior on different subordinate(insider or outsider) under the guidance of positive values.This study has practical implications in leadership selection, hiring and training. On one hand, this study is based on the background of training, assessment and selection of leaders as the core tasks within organization. The communication with leaders during surveys and interviews leads to a positive effect of the leadership theory and methodology proposed in this study on their learning and growth. On the other hand, the leadership theory based on leadership values explored in this study can be applied in the guidance of subordinates learning. It will make the leaders aware of studying the methods and leadership skills under the guidance of correct value-orientation, and thus mastering a series of methods of creating leadership capability. It can also be helpful in leading subordinates to enhance their capacity and thus promote leadership performance.