A Study On The Relationship Of Transformational Leadership And Employee Creativity

At present,China’s overall economic strength is growing and the influence in the world of it has gradually deepened, but in some technical fields especially high technology is insufficient still remains a serious problem, what has become important factors that hinder economic development from quantitative change to qualitative change. In2012, at the national science and technology innovation conference, Hu Jintao notes that we will build national innovation system with Chinese characteristics and enter innovation state ranks in2020. In microcosmic level, Enterprise innovation is one of the performance of country innovation, while employee creativity can make Enterprise innovation, so how to improve the creativity of employee is worth studying.The core issues of this study is the relationship of transformational leadership and creativity of employee, and the effect of promote regulatory focus in this relationship. Firstly, in the theoretical environment, many researchers note that transformational leadership can affect the creativity of employee positively, but in the empirical environment especially in the different cultural background and study design, the result are different. So the empirical relationship between transformational leadership and creativity is worthed research in Chinese cultural banckground. Secondly, the current research of creativity is mainly in the perspective of intrinsic motivation, but the perspective of creative thinking relatively few. Promote regulatory focus affect employee creativity mainly in the perspective of creative thinking, therefore, it is necessary to study the role of promote regulatory focus in transformational leadership and employee creativity.This dissertation, based on the above mentioned, is to probe into the relationship among the transformational leadership, the promote regulatory focus and the employee creativity from the point of view of the empirical analysis with the methods of literature review, questionnaire investigation and statistical analysis and so on. Firstly, this paper review the theory of the transformational leadership, the promote regulatory focus and the employee creativity. Then, on this basis, we build the model. Next, we inspect the research hypothesis through empirical analysis of the data which is collected by the method of questionnaire investigation and based on the results, the study gives the suggestions about how to promote the ability of employee creativity for the enterprise.After the factor analysis, correlation analysis and regression analysis, the basic conclusions are as follows:(1) This study proved that the transformational leadership scale, proposed by Li Chaoping and Shi Kan in the background of Chinese culture, is formed with four dimensions about Charisma or Idealized Influence, Vision incentive, Moral incentive and Individualized Consideration and has good reliability and validity.(2) In the context of Chinese culture, as the current leadership, relying on their own personal charm to make a model, building a better vision and taking care of their personal development, transformational leader can effectively improve the employee’s level of creativity.(3) The regulatory focus is not a trait variable but a state variable and can be guided. This research shows that transformational leadership can affect employee regulatory focus, and especially stimulate the type of regulatory focus by building a great organizational vision and ideals, raising the awareness of work and their high levels of need.(4) Based on the result of regression analysis, promote regulatory focus plays a role of partial mediation between transformational leadership and employee creativity.For the above conclusions, this study gives the following suggestions about how to promote the employee creativity:First, leaders should be show more performance of transformational style; Second, under transformational style, in order to improve the creativity of employee, leaders should be effectively motivate employee’s promote regulatory focus based on individual differences.