Transformational Leadership Influence Subordinate Satisfaction And Organizational Commitment Path

An extensive literature suggests that transformational leadership is positively associated with work attitudes and behaviors at both an individual and organizational level. However, the mechanisms and processes by which transformational leaders influence their followers' motivation and performance have not been fully addressed in the literature.So there is a greater need to pay attention to the understanding of the mechanisms and processes through which transformational leadership influences work-related attitudes such as employee satisfaction and commitment in order to develop a more complete understanding of the inner workings of transformational leadership.This study analysed 347 valid samples from more than 10 industries by regression analysis and structural equation modeling in SPSS15.0 and AMOS7.0 and got the following conclusions.First, through exploratory factor analysis and conformatory factor analysis of transformational leadership, psychological empowerment, organizational justice, leader-member exchange relationship, satisfaction and organizational commitment,the author concludes that transformational leadership is a second-order single-factor construct; psychological empowerment is constructed by four dimensions which are influence, meaning, self-efficacy and self-determination; LMX and satisfaction are two first-order single-factor construct; organizational justice is a two-dimension construct including distributive justice and interactional justice; organizational commitment is also a two-dimension construct including affective commitment and continuance commitment.Second, psychological empowerment and organizational justice's mediating effect. Structural equation modeling analysis suggests that transformational leadership can significantly improve employees'psychological empowerment. Influence and meaning dimensions exert direct effect on employees' satisfaction. Psychological empowerment has partial mediating effect between transformational leadership and satisfaction.Employees'psychological empowerment has positive effect on their affective commitment. It can exert its positive effect on affective commitment through influence, meaning and self-efficacy. However, liking an organization doesn't definitely equal to staying in this organization. The upper three dimensions also have negative effect on employees'continuance commitment. Psychological empowerment has partial mediating effect between transformational leadership and affective commitment as well as full mediating effect between transformational leadership and continuance commitment.The higher an employee feels empowered, the higher organization justice is percepted. Transformational leadership can exert positive effect directly and positive effect through influence and self-ditermination dimensions of psychological empowerment indirectly on interactional justice. The positive effect of transformational leadership to distributive justice is passed through influence, self-efficacy and self-ditermination dimensions of psychological empowerment. Psychological empowerment's partial mediating effect between transformational leadership and interactional justice and full mediating effect between transformational leadership and distributive justice are found in this study.Distributive justice and interactional justice can improve employees' satisfaction significantly, however, influence and meaning dimensions of psychological empowerment have positive effect to satisfaction at the same time. The role distributive justice and interactional justice playing between transformational leadership and satisfaction is partial mediating effect.Distributive justice and interactional justice can improve employees' affective commitment significantly; meanwhile, transformational leadership can improve affective commitment through influence, meaning and self-efficacy. So they play partial mediating effect between transformational leadership and employees' affective commitment.Satisfaction has significantly positive effect on affective commitment and continuance commitment. If employees' satisfaction improves 1 unit, their affective commitment will improve 0.293 unit and continuance commitment will improve 0.545 unit.Transformation leadership has on significant effect to employees'contiuance commitment through psychological empowerment, organizational justice and satisfaction because some paths have positive effect and some paths have negative effect.Third, leader-member exchange relationship's moderating effect. Stepwise regression result shows that the intercation of leder-member exchange relationship and transformational leadership has significant effect on employees'satisfaction. However, the moderating effect of LMX between transformation leadership and employees'organizaitonal commitment isn't found in this study.At last, this study finds that scales of organizational justice and organizational commitment may have cultural differences between Chinese and Western context. So the development of these scales suitable for Chinese context is of big importance to China's organizational behavior domain in the future.