The Impact Of Differentiated Transformational Leadership On Voice

Nowadays,the external environment faced by enterprises is becoming more and more complicated and changeable,and the competition between enterprises is becoming more and more intense.So it’s hard for enterprises to cope with the business challenges just rely on the wisdom and power of the leaders.Therefore,how to effectively promote the staff make advice and suggestions to the enterprises and give full play to the organization’s human resources advantages become the key to promote the sustainable innovation and maintain the competitive advantage.In order to solve this problem,guided by self-concept-based theory of transformational leadership,meanwhile,further combined with social identity theory and personal identity theory,and based on the Chinese situation,this article explores the influence of differentiated transformational leadership on employees’ voice behavior and its mechanism.In addition,this article also analyzes the contingent influence of individual power distance value orientation on the leadership from the perspective of individual and context interaction.Based on the research problem and research content of this paper,through the field research of seven companies in Nanjing,Wuxi and Shenzhen,we finally collect the effective matching sample data of 47 working groups,which includes 47 leaders and their corresponding 220 subordinates.Then,we use the Hierarchical Linear Modeling(HLM)method to analyze the data and find:(1)Both group-focused transformational leadership and individual-focused transformational leadership have significant positive impact on promotive voice to leader and prohibitive voice to leader;(2)Group-focused transformational leadership has significant positive impact on person-organization value congruence,and person-organization value congruence plays a absolute mediating role between group-focused transformational leadership and employees’ voice behavior;(3)Individual-focused transformational leadership has significant positive impact on person-organization value congruence and person-supervisor value congruence,but only person-organization value congruence plays a mediating role between individual-focused transformational leadership and employees’ voice behavior.In particular,person-organization value congruence plays a partial mediating role between individual-focused transformational leadership and employees’ promotive voice to leader,and person-organization value congruence plays a absolute mediating role between individual-focused transformational leadership and prohibitive voice to leader;(4)When simultaneously considering the influence of person-organization value congruence and person-supervisor value congruence on employees’ voice behavior,the results show that only person-organization value congruence has significant positive impact on employees’voice behavior;(5)The relationship between individual-focused transformational leadership and employees’ voice behavior is negatively moderated by individual power distance,but individual power distance does not have moderating effect on the relationship between group-focused transformational leadership and employees’ voice behavior.The main achievements of this paper have the following contributions in the aspect of theory.First,the study of the relationship between differentiated transformational leadership(including two sub-constructs of group-focused transformational leadership and individual-focused transformational leadership)and employees’ voice behavior(divided into two dimensions of promotive voice to leader and prohibitive voice to leader),not only verifies the conceptual validity of the involved construct,but also comprehensively clarifies the relationship between the constructs;Second,the article uses the research framework of "differentiated transformational leadership-value congruence(including two constructs of person-organization value congruence and person-supervisor value congruence)-voice behavior" as the main line,and this helps more detailedly and deeply reveal the mechanism of differentiated transformational leadership on employees’ voice behavior.At the same time,when discussing the logical relationship of the whole research framework,it further integrates the self-concept-based theory of transformational leadership,social identity theory and personal identity theory and promotes the empirical application of newly developed personal identity theory.Third,the simultaneously considering the influence of person-organization value congruence and person-supervisor value congruence on employees’ voice behavior which to some extent make up for the lack of simultaneously studying the impact of multiple fit dimensions in the area of person-environment fit.Fourth,the study of the moderating effect of individual power distance find the boundary condition of individual-focused transformational leadership,which further enriches the research in the field of person and environment interaction and contingency theories of leadership.In addition,the results of this paper also provide action guidance for the managers of business community to promote employees’ voice behavior through their effective leadership,which is conducive to the sustainable development of the whole enterprise finally.