Study On The Imapcting Mechanism Of Transformational Leadership On Employee Behavior

As we stepping into 21 century, Chinese enterprises are facing severer competitions and more turbulent environment; therefore managers should adapt to and catch up with all the changes. They must lead the employees to meet the demand of reform, relying on their mutual efforts to push their organizations ahead. As the society develops, employees' needs, motivation and other psychology feelings also change drastically. It is quite necessary for the managers to get to know their employees, especially their feelings and psychological state, so as to adopt proper leadership and take management measures accordingly. With traditional culture and modern culture integrating, people pay much attention on the questions of leadership, such as: how managers' leadership infects their employees' psychological state and behavior? What is the infection mechanism of leadership on employee behavior? How manager and employee build the harmonious and trustable relationship? Which kind of leadership is more effective and more suitable for modern organization? All these questions are hot topics on organization research.The research on leadership theory has developed rapidly during the past 30 years. Leadership theory, as a theory on leadership effctiveness, is not only one of the hot issues in management science research, but also the core of organizational behavior research. Its research achievements can be classified into three categories, which are leadership trait theory, leadership behavior theory and leadership contingency theory. In 1985, Bass proposed transactional leadership and transformational leadership. Since then, they have been two dominant theories of leadership research.In the dissertation, the author firstly review the literature on the theories of leadership, organizational justice, organizational support, organizational citizenship behavior and organizational commitment, and applies social exchange theory to clarify the close relationship among them and analyze the infection of perceived organizational support and perceived organizational justice on employees' organizational citizenship behavior and organizational commitment. Based on the special Chinese economy, social and culture environment, the author set up a comprehensive theoretic model ,which includes such variables as leadership, organizational justice, organizational support, organizational citizenship behavior and organizational commitment, in order to explore how leadership especially transformational leadership functions on employee behavior.In this study, the author designs a constructed questionnaire and has conducted dyadic survey on more than 4000 respondents in 30enterprises in Sichun province. This study analyzed the data of the survey with SPSS 13.0 and Lisrel 8.0, applying regression analysis, correlation analysis, variance analysis, reliability analysis, availability analysis and structural educational model in the study. Using OCBI and OCBO as organizational citizenship behavior; Using Distributive Justice and International Justice as perceived organizational justice; Using desire inspiritment,virtue model and leader charisma as transformational leadership behavior; Using emotional commitment and continual commitment as organizational commitment.The results of data analysis show that the personal difference of employee has a positive relationship with organizational citizenship behavior and there is a sign relationship between organizational citizenship behavior, perceived organizational justice and three dimensionality of transformational leadership behavior. The impacting mechanism of transformational leadership on employees' organizational citizenship behavior and organizational commitment through perceived organizational justice and organizational support.At the end of dissertation, the author draws some conclusions and limitations of this study. Some ideas on future research are brought forth as well.