Self-esteem As Moderator Of The Relationship Between The Perceptive Leadership Style Of The Employee And Career Satisfaction

Economic globalization has accelerated economic growth, increased international competition. In the face of increasingly severe world economic situation in recent years, the companies hope to establish and improve an excellent team who are dared to challenge and innovate to deal with the complex and changeable economic environment, finally to achieve success and built to last. Ignore the type of organization, leaders play a crucial role in establishing a highly efficient team, also they have a sovereign position in business management and performance studies. The leadership style is a particularly important factor to achieve organizational goals. To respond more effectively to the complex and volatile market economic environment and interpersonal relationships, the employees must establish a professional image, a clear objective, and understand the psychology change of the individual to promote the organization growth and development. Person with great success in money and status may consider himself as a failure, they are more concerned about career satisfaction. Career satisfaction is the most concerned problem in the organization management, and it is the primary cause of them to stay at the company and surpass the organizational goals. At the same time, the employees are easy to burst emotional problems. Mental health becomes an important criterion to measure the survival quality of the enterprises and individuals. Self-esteem, as the core content of the mental health, can directly restrict the individual’s mood and emotion, form the self-protection mechanism, predict the behavior of the individual cognitive model, determine the expectations of the individual, and affect the healthy development of the human personality.Transformational and transactional leadership are the hot issue of leadership theory research in China in recent years. And the study of career satisfaction and self-esteem start relatively late. This paper is based on the reviewing and summarizing the study of transformational, transactional and laissez-faire leadership style, career satisfaction and self-esteem, discussing the influence of perceived leadership styles on the career satisfaction, and if the self-esteem plays a moderate role or not.The leadership style of this study includes transformational leadership, transactional leadership and laissez-faire leadership. The transformational leadership structure dimensions includes morale modeling, vision incentives, individualized consideration and charisma which according to Li Chao Ping’s four intermediate directions. The transactional leadership and laissez-faire leadership is base on the relevant portion of Transformational Leadership Questionnaire of Bass. This paper use career satisfaction scale developed by Greenhaus and self-esteem scale (SES) developed by Rosenberg. Through the investigation of enterprise employees, we collect352valid questionnaires, and draw the following conclusions:1. The affect of transformational leadership, transactional leadership and laissez-faire leadership on career satisfaction are different. Transformational leadership has a more positive impact on career satisfaction than transactional leadership and laissez-faire leadership.2. The correlation analysis found a positive relationship among the transformational leadership and its four dimensions, transactional leadership and its two dimensions with career satisfaction, and a negative relationship between laissez faire leadership and career satisfaction.3. The regression analysis found that the transformational and transactional leadership has a positive prediction to career satisfaction of employees. Laissez-faire leadership draws an opposite conclusion.