Paternalistic Leadership Research On The Impact Of Employee Performance

Paternalistic Leadership, with distinctive traditional Chinese culture, occupies a unique position in the theories of leadership. Zheng Baixun, as one of representative scholars, has proved that Paternalistic Leadership possesses three dimensions- authority, moral and benevolence through a large number of empirical studies and researches. These three dimensions interact effectively. What's more, the different combinations are not only related to, but also have a unique effect on employee organizational identification and job performance. Under the background of Chinese traditional culture, Paternalistic Leadership is gradually becoming a traditional and rational choice for enterprise leaders. To some extent, organizational identification, under the influences of paternalistic leadership, is another important variable factor, affecting employee job performance, which can't be ignored .Therefore, admittedly, it is irreplaceable to improve employee organizational identification and leaders'responsibility first.Organizational identification, forms a relationship model about paternalistic leadership's great impacts on employee performance, in which paternalistic leadership is counted as the independent variables, organizational identification as the intermediate variables, employee performance as the dependent variables, based on the theories of paternalistic leadership and organizational identification. Researchers reflect 8 key events focusing on the relationship between the two managers and employees in XC company to compare and analysis two classical combinations of paternalistic leadership adopted by"H"and"w", these two managers and great influences on employee organizational identification and job performance, proving 6 research hypothesis gradually. The creation of this research lies that it studies different effects which local paternalistic leadership has on organizational identification and employee job performance, exploring effectiveness of paternalistic leadership and attaching practical significance and real value to the combinations of paternalistic leadership instead of single paternalistic leadership. The combination of low power, high benevolence and high moral is much easier than the combination of high power, low benevolence and low moral to obtain employee organizational identification and improve job performance. Meanwhile this study suggests that in the operation of enterprises ,improving staff's recognition for leaders, creating an impartial, just , equitable ,competitive stage for employees, designing united cooperative atmosphere and forming simple and harmonious interpersonal relationship are effective and efficient methods and ways to improve organizational identification.This study attempts to provide a research achievement to improve paternalistic leadership and employee organizational identification by making contrasts about different effects which two kinds of classical combinations of paternalistic leadership have on employee organizational identification and job performance. It can also offer some reference and experience to peer paternalistic leaders to practice.