Maintain Leadership Behavior Influence The Employees' Attitude Empirical Research

In more than half a century, the studies of management focused on the leadership theories. And the studies of leadership behavior caught more and more researchers'attention. They had made fruitful achievements in their researches. Their studies focused on the personal traits of leaders, the situational determinants of leadership behaviors and its relation with performance etc. But there were not enough empirical researches in the leadership behaviors'influence on the whole employees'working attitude. The Performance-Maintenance (PM) theory of leadership provided a theory frame to understand the leadership effectiveness. The original studies of PM leadership behaviors were industrial organization-oriented. Now in many countries and areas such as Japan, the United States and Hong Kong, the PM scales are used to study the leadership behaviors. But in the mainland of China, there are few empirical researches by using PM scales. So it is very meaningful that this dissertation empirically studies M(maintenance)-type leadership behaviors'influence on the employees'working attitude.The data were collected from the questionnaires. The contents of the questionnaires included the personal data, leadership behavior, organizational commitment, job satisfaction and turnover intension etc. This dissertation investigated 440 employees in one of the top 500 foreign manufacturing enterprises and used the methods of factor analysis, correlation analysis and regression analysis. M-type leadership behavior represented leadership behavior. Employee'working attitude was measured by organizational commitment, job satisfaction and turnover intension. Organizational commitment was measured by affective commitment, normative commitment and continuance commitment. The results showed that M-type leadership behaviors influenced the three dimensions of organizational commitment and job satisfaction positively. M-type leadership behaviors influenced job satisfaction indirectly through affective commitment and normative commitment. The three dimensions of organizational commitment and job satisfaction influenced turnover intension negatively. The three dimensions of organizational commitment influenced turnover intension...