The Study Of The Relationship Between Leadership Behavior, Job Satisfaction And Job Involvement In Joint-stock Commercial Banks

In recent years, with the character of low debt ratio, flexible mechanism and high level of marketization, joint-stock commercial banks are developing rapidly in the competition of all banks. The joint-stock commercial banks especially have a wonderful outcome with its location advantages, basic advantages and development advantages. The competition of banking industry is turning from business to service. I have to say that the rapid growth and development of joint-stock commercial banks is related to its service. The service advantage depends on its talents especially on its employees who connect with clients. Normally, the percentage of these employees in one bank is over 60%. Because their jobs are connect with clients,their work outcome is vital for a bank. So, how to manage and encourage these people to take advantages is a big human resource management problem for banks during the development of its own. The thesis, based on the leader-subordinate perspective, study the relations among leadership behavior job satisfaction and job involvement to find out the appropriate leader-subordinate model for China's joint-stock commercial banks which will improve their competitiveness.Through reviewing relative theories and empirical studies about leadership behavior job satisfaction and job involvement, this thesis bring up my own theory model to do a deeper research among these three variables based on prior researches. Referring to the measurement of the three variables, the thesis use Form 5X(exploited by Bass and Avolio in 1993),MSQ(exploited by Weiss, Dawis, England and Lofquist in 1957) and UWES(revised by Gan yiqun in 2005). The first two questionnaires were revised by me based on prior researches about banks and special characters of joint-stock commercial banks. In the first questionnaire, I deleted the 36th question, that is, "He(she)is confident of the goal of company". In the second questionnaire, I added 21st question,that is, "Above all, are you satisfied with your current job?". Because the third questionnaire were proved by many empirical studies that it is appropriate for China's enterprises, the thesis didn't revise it.These questionnaires were put out to my research objects in China Citic Bank, Shanghai Pudong Development Bank, China Merchants Bank, China Everbright Bank and China Industrial Bank. I use SPSS 16.0 statistical software to analyze data in the 123 valid questionnaires. Then, I make reliability and validity of the questionnaires based on the 123 valid questionnaires. Though descriptive statistics analysis, variance analysis, correlation analysis and regression analysis, the thesis proved the former hypotheses. The main conclusions are:First, demographic variables has no obvious differences on study variables. Sex, working years in current company, working years with current leader has obvious differences on the variable of transactional leadership. Education has obvious differences on the variable of vigor. working years with current leader has obvious differences on the variable of transformational leadership. Except for the last three demographic variables, others has no obvious differences on study variables. Second, leadership behavior has a significant and positive correlation with job satisfaction, in which enlightening has the most positive impact on job satisfaction. About correlations between dimensions in leadership behavior and dimensions in job satisfaction, management by exception and passive management both have significant and negative correlation with job satisfaction and its dimensions. Other dimensions in leadership behavior all have positive correlations with job satisfaction and its dimensions.Third, leadership behavior has a significant and positive correlation with job involvement, in which transformational leadership has the most positive impact on job involvement. About correlations between dimensions in leadership behavior and dimensions in job involvement, management by exception has no obvious correlation with job involvement and its dimensions; passive management has significant and negative correlation with job involvement and its dimensions. Other dimensions in leadership behavior all have positive correlations with job involvement and its dimensions.Fourth, job satisfaction has significant and positive correlation with job involvement, in which inside satisfaction has the most positive impact on job involvement.In addition, all dimensions in job satisfaction and that in job involvement have obviously positive correlations.Though I have some gains, including redefining the three variables of leadership behavior, job satisfaction and job involvement and finding out the relations between these three variables are all significantly positive, the thesis has some deficiencies due to time and ability limit. For example, the translation problem of foreign questionnaire, insufficient samples and objectives. All of these problems should be solved in future research to make it perfect.