Comparative Research On Authentic Leadership And Transformational Leadership’s Impacting On Working Staff’s Working Attitude

This research is based on the Situational Leadership Theory. Through using questionnaire method, the paper do research on the effect of authentic leadership and transformational leadership to workers’turnover intention and withdraw from workers’ working value angle.The paper examine the relation of the control variable including working staff’s gender, age, only-child or not, working time under present leader and education level, as well the research variable including working staff’s working value, authentic leadership, transfor-mational leadership, working staff’s turnover intention and withdraw. The result of the control variable shows that working staff’s age will impact their turnover intention negatively. It means if the worker is elder, his turnover intention will be lower, oppositely, if the worker is younger, his turnover intention will be higher; And for the educational level of associate and high school group, their working withdraw is higher than the worker whose educational level is master or bachelor degree.The result of the research variable shows that the growth dimension of working staff’s working value play a moderation effect between authentic leadership and working staff’s turnover intention. For the worker who cares more about growth, authentic leadership will negatively impact on his turnover intention much stronger. The status dimension of working staff’s working value play a moderation effect between authentic leadership and working staff’s withdraw. For the worker who cares more about status, authentic leadership will negatively impact on his withdraw much stronger. The growth dimension of working staff’s working value play a moderation effect between transformational leadership and working staff’s turnover intention. For the worker who cares more about growth, transformational leadership will negatively impact on his turnover intention stronger. The status dimension of working staff’s working value play a moderation effect between transformational leadership and working staff’s withdraw. For the worker who cares more about status, transformational leadership will negatively impact on his withdraw stronger. Through examining the scale correlation of these two leaderships, we find that there is high overlap between the two scales. They can be replaced to use in most situation.