The Study On Relationship Between Transformational Leadership And Job Satisfaction Of Knowledge Worker

Under economic globalization and informationization background, human resource has become the most critical factor if enterprises want to seek the competition advantage and get preeminent achievement. The competition to talented person, especially to knowledge workers, who are mostly core staff in enterprises, is growing in intensity. How to train and retain knowledge workers becomes an important research subject. Job satisfaction is an important indicator being used to judge the employees'loyalty and turnover propensity, and plays a significant role in the employee administration. One important factor that affects the knowledge employees'job satisfaction degree is leader behavior, the validity of which decides employees' job satisfaction degree to a great extent.Transformational leadership has become the hot topic of the western leadership theory since the eighties last century, and already become a new paradigm of leadership theory. Research indicates transformational leadership can improve employees'job satisfaction, increase employee's trust to the leader, and show more organizational citizenship behavior. But at home and abroad, there is yet only a few researches on the transformational leadership, despite many persons may use the theory in the practice. In our country, there is also few several people are engaged in this field. On the basis of reviewing and summing up the research on job satisfaction and transformational leadership behavior, this article discusses the impact of transformational leadership behavior to the employee's job satisfaction in state-owned enterprises and the public institutions.For indicators that measure the transformational leadership behavior, this article chooses Li Chao Ping's four intermediate directions, including individualized consideration, Charisma, morale modeling, individualized consideration, and use the Minnesota short-form satisfaction questionnaire to indicate the job satisfaction, including intrinsic satisfaction and extrinsic satisfaction. Through investigating knowledge workers in the state-owned enterprises and public institutions in Shandong Province, we collected 181 effective questionnaires, and draw the following conclusions:1. Knowledge workers of different demography variables, especially the age, education level and type of the enterprises, have different cognitions to the target variables such as transformational leadership and job satisfaction. 2. Correlation analysis finds there exists positive correlation between every two dimensions of transformational leadership and job satisfaction.3. Regression analysis finds transformational leadership behavior has the effect of positive forward prediction to the knowledge worker's job satisfaction. Study indicates the leader who show up more transformational leadership style, andmake great efforts to improve self s leading charm, set an example and provide necessarysupports to employees, workers will get higher job satisfaction. This article is divided into seven parts. Part I is the introduction about research background, research purpose and the research meaning; Part II is the literature review, mainly introduces relevant concepts and theory about transformational headship behavior, knowledge workers and job satisfaction; Part III brings forward the research process, frame and hypothesis; Part IV carries out the empirical study on the basis of the collected data, and verified the hypothesis; Part V discusses the empirical study result; Part VI sums up the conclusion, and on the basis of the result, brings out suggestions on how to train leader's transformational headship behavior in order to improve employee's job satisfaction from human resource management prospect. Part VII points out the study deficiency and follow-up research work in the future.