A Study About The Relations Of Paternalistic Leadership, Collective Efficacy And The Subordinate's Work Attitude

There are lots of experiential researches and theories explore about leadership, but most of them are based on Western values. More and more researches indicate that leadership is a special behavior embedded in culture context. Leader concept is much influenced by culture. Therefore, we must develop our own leadership theory.On this condition, some scholar developed indigenous research based on Chinese culture, among which Zheng Boxun's Paternalistic leadership is the most popular one. Many researchers have studied it. However, these studies pay too much attention to Taiwan and Hong Kong of China, there is little study in the mainland of China. Especially ,there are little studies about the mechanism of Paternalistic leadership and its results. Therefore, collective efficacy is added in this study to explore the relationship between leader style and outcome variable.205 participants are from 40 departments of 13 companies in Jinan, Qingdao and Nanjing. They were responded on the Paternalistic leadership scale, working-satisfaction scale, organization commitment scale, demission incline scale, and the collective efficacy scale. The conclusions are as follows:1. Employees of middle-sized enterprise have higher job satisfaction and organization commitment, and lower demission incline; Employees of privately owned enterprise have higher in-satisfaction and Ex-satisfaction, and lower demission incline; Single participants have higher in-satisfaction, perceived more Moral leadership and less Authoritarian leadership; Employees under 25 years old perceived the most Benevolent leadership; The lower the employee's education level, the higher the employee's job satisfaction; The less the employee's work year, The less the employees perceived Authoritarian leadership; the employees whose income is middle perceived more Authoritarian leadership and less Benevolent leadership ,who have the lowest normal satisfaction and organization commitment.2. Benevolent leadership and Moral leadership are positive correlated significantly; Benevolent leadership and Authoritarian leadership are positive correlated significantly; Moral leadership and Authoritarian leadership are negative correlated significantly.3.The employees who perceive more Benevolent leadership and Moral leadership will perceive more work satisfaction and organization commitment; The employees who perceive more Moral leadership are less declined to demission; The employees who perceive more Authoritarian leadership have less work satisfaction, organization commitment and stronger demission incline.4. Collective efficacy has a medium role to the relationship between the authoritarian leadership and organization commitment, which can reduce the relationship between the authoritarian leadership and organization commitment.