The Paternalistic Leadership’s Mcchanism Research On After The "80" Employees’ Job Satisfaction

Leadership has the trait of culture, different cultural background, the meaning ofleadership and effectiveness is different, developed based on Chinese traditional culture andthe localization of leadership-the paternalistic leadership, which are widespread in China’svarious types of organizations and groups of paternalistic leadership effectiveness with theleadership of the explanatory power of cannot be ignored. Paternalistic leadership in China’sorganization plays a vital role. As more and more complicated competition environment,enterprise fully realize the importance of talent, today’s society in all areas of competition,talents play an irreplaceable role, and the "after80" staff has become the main strength ofenterprises, and will gradually become the nucleus, enterprise want to maintain theiradvantage in competition, it must attaches great importance to the "after80" staff needs anddevelopment, constantly improve the "after80" staff’s job satisfaction, in order to make theenterprise employees increase their working enthusiasm, play to their creativity, to form andmaintain enterprise competitive advantage. There are many factors that influence employeejob satisfaction, leadership is one of the factors, then leadership style in Chinese companies ishow to influence the "after80" staff job satisfaction? Based paternalistic leadership and jobsatisfaction of employees as the research variables, the empirical study of paternalisticleadership and relationship "after80" staff job satisfaction and its mechanism of action.At first, this paper summarizes the relevant concepts of the research variables, define theconcept of variables in the research of this paper, the research framework of this paper isgiven. Second of all, the research variables has carried on the related research review, thispaper summarizes the scholars have research on relationships between variables,7researchhypothesis is proposed in this paper, which is constructed in this paper, the study variablesbetween the role of the model. Third, this paper chose the predecessors’ research of provenmore mature scaling as questionnaires, for "after80" staff group, and has carried on thequestionnaire survey, and using the SPSS17.0AMOSE7. O software, the data results ofresearch for processing. The direct role of paternalistic leadership and employees’ jobsatisfaction model and intermediary role model are verified. Through validation ofpaternalistic leadership and job satisfaction of employees direct effects model, proves thepaternalistic leadership on employee job satisfaction have significant positive influencedirectly, based on the study further constructs the three dimensions of paternalistic leadershipand employee job satisfaction in the structural equation model, and further verified thekindness, virtue leadership have significant positive influence on employee job satisfactionand authoritarian leadership and employees’ job satisfaction was significantly negative. Then,using the structural equation method to research the organizational justice of intermediary role,are constructed respectively partial mediation model of organizational justice and completemediation model. Finally it is concluded that the organizational justice in paternalisticleadership and job satisfaction of employees play a partial mediating role between the conclusion.