The Research Of Relationship Of Paternalistic Leadership,Perceived Organizational Support And Employee Silence

With the coming of the information age, more and more enterprises feel the importance of information communication. However, managers find it difficult to get the effective information from employees, and employees always keep silence when asking about the problems of company, employee silences is a conscious behavior by employees, refers to employee withholds ideas and suggestions of work, according to some motives. The employee silences will hazard enterprise’s information circulation, reduce the decision effieieney and quality, and damages the development of the company. The formal1zation Proeess of employee silence affected by person characteristics, manager’s leadership style and organization etc.. As manager is a big influencer in the organization soeial proeess, his leadership style will influence the perceived oorganizational support and employee silences.To be a corporation of sustainable development is a company’s long-term goal, so company not only need to cultivate employees leader skills, constructe harmonious labor relationship, but also need to create culture of total employee involvement. This study analyses the paternalistic leadership which is in the background of Chinese culture, perceived organizational support and emoloyee silences. The result of this study will be an visual angle for supervisor to improve skills and effectiveness of leadership and make decision.On the basis of previous relevant literature, the theory dimension is generally recognized. The present study put forward three dimensions of Paternalistic Leadership, they are as follows:Benevolent leadership, Moral leadership and Authoritarian leadership. Emoloyee Silences also have three dimensions, they are as follows:Acquiescence silence, Defense silence,disregard silence.The research tools are widely applied. The data come from various corporation of China, by using the SPSS and AMOS statistical software.we conducted a reliability analysis, confirmatory factor analysis, analysis of variance. regression analysis and Structural Equation Model and other methods of data processing, and validate the model and assumptions. Also, the paper discussed the multiple differences of population statistics variables on employee silences. The paper got the conclusion that:(1) There are significant differences on employee silences among age, degree of education, working years, job position and business types. Employees of different job position and business types have the biggest differences in silence behavior.(2) Each dimensions of Paternalistic Leadership have significant impact on emoloyee silences. Benevolent leadership and Moral leadership have a significantly negative influence on each dimensions of emoloyee silences. And Authoritarian leadership have a significantly positive influence on each dimensions of emoloyee silences.(3) Perceived organizational support have significant negative impact on emoloyee silences.(4) Perceived organizational support is a partial mediator between the relation of Paternalistic Leadership and emoloyee silences. And perceived organizational support is a partial mediator between the relation of Benevolent leadership, Moral leadership and emoloyee silences. But it do not work in Authoritarian leadership.This article makes an empirical study on paternalistic leadership of Chinese background, perceived organizational support and emoloyee silences. The study enrichs and develops the theory of emoloyee silences. The findings also have some guiding signifieanee in Praetice, and might be helpful to managers in theory and practices.