Research On The Impact Of Transformational Leadership Style On Subordinate Job Satisfaction

After 1980s, researchers gradually focused on transformational leadership theory. Transformational leaders motivate their followers to transcend their own self-interests for the sake of the group, plitics interests.Although at present studies for transformational leadership begin to increase, but most studies focus on exploring leadership theories, few demonstration studies emphasize particularly on qualities of transformational leadership and the relationship between transformational leadership and leader efficacy,Very few studies research some mediators between transformational leadership and subordinate job satisfaction, previous research also found transformational leadership had on positive effect on job satisfaction, but also dependent on other mediators.So it is necessary to study moderators between transformational leadership and subordinate job satisfaction.At present, Very few studies research some mediators or moderators such as sensation relations with the leadership, enterprise culture and etc between transformational leadership and subordinate job satisfaction. But in the current, enterprise is facing the global economic crisis difficulty, which brings the new challenge to the enterprise leaders, particularly enterprise's intermediate and lower leaders, standing in the middle position between the high-level leader and the lowest basic unit staff, which requests them to utilize the transformation leadership to make the positive effect to followers job satisfaction directly. Based on former researches, this thesis study above mediators or moderators how to affect the relationship between transformational leadership and the subordinate job satisfaction deeply,and providing practical suggestion for improving leader quality. And: Sensation relations with the leadership means employee's self-sensation and the appraisal on intimate degree or relations quality with the leadership. Enterprise culture forms in the long-term survival and the development,which is the enterprise unique most members' basic concept, value orientation and behavior standards.This thesis linking theory with practice,and used literature summarization, questionnaire method and demonstration research to discuss those mediators or moderators' effect on the relation between transformational leadership and the subordinate job satisfaction, and job satisfaction's difference Significant analysis in enterprises Statistical variables and demographic statistics variables.In the paper,we simply state the concept and inscape of transformational leadership, sensation relations with the leadership, enterprise culture,and the former studies situation involving the relation between transformational leadership and job satisfaction, and the relations of the above three variables,and their survey methods and prevalent questionnaire.We draw on home and abroad maturity questionnaires of transformational leadership, enterprise culture and develop the questionnaire of sensation relations with the leadership,job satisfaction to do empirical analysis.In order to enhance and ensure the accuracy of the survey results, scientific quality of the statistical analysis conclusions,We reasonably revised the above questionaires thorough target-oriented discussion, and Reliability&Validity Analysis was used after questionnaire data recycling particularly.The researcher chose 246 first-year and second-year students from MBA&MPA of University of Science and Technology of China.SPSS16.0 was utilized to carry out a series of analysis,such as Reliability&Validity Analysis(involve Correlations,Factor Analysis and Multilevel Regression), Descriptive Statistics of enterprises and demographic statistics variables, Test analysis of mediators and moderators, Correlation about transformational leadership and employee job satisfaction, and Regression that containing two mediators among them.Otherwise, Independent Sample T test and One-Way ANOVA were used to test job satisfaction's difference Significant analysis among enterprise and demographic statistics variables.The results of a series of analysis are as follows:(1)Reliability&Validity Analysis revealed that questionnaire has high Internal Reliability and Validity;Transformational leadership can not effectively distinguish to four-dimensional factors and can only obtain a "Transformational leadership " dimension; Enterprise culture can be effectively distinguish to two dimensions: Power Distance dimension and short or long term orientation dimension.(2)Descriptive Statistics of enterprises and demographic statistics variables showed that the general situation of MBA and MPA of USTC,and the sample data is representativeness.(3)Test analysis of mediators and moderators indicated that Sensation relations with the leadership has positive mediator effect on the relationship between transformational leadership and job satisfaction,but Power Distance has negative influence; Short or long term orientation does not reflect significant mediator or moderator effect. (4)Correlation about transformational leadership and employee job satisfaction, and Regression that containing two mediators among them told us: The correlation relationship between transformational leadership and employee job satisfaction represents highly significant,but there is not the same result when one of the two mediators was selected as control variable. Sensation relations with the leadership' positive mediator effect exceed Short or long term orientation's negative mediator effect, and interaction of them does't present significant mediator effect on the relationship between transformational leadership and employee job satisfaction.(5)The results of Independent Sample T test and One-Way ANOVA were utilized to test job satisfaction's difference significance among enterprise and demographic statistics variables are as follows: Employee job satisfaction reflects significant difference between common institutions and key universities that students were graduated, and also among industry competition degree that enterprise belongs to, employee has minimum job satisfaction on the scarcely any intense degree, and having the same higher job satisfaction among the other competition degree.This study provides the corresponding proposal to the possible following research through the analysis of conclusions.We also propose that transformational leaders should utilize positive mediator effect and avoid negative mediator effect to improve employee job satisfaction.