The Research On The Impact Of Paternalistic Leadership On Organizational Citizenship Behavior: Based On The Moderator Effect Of Person-Organization Fit

The global economic competition has become increasingly diversified and complicated,and in order to adapt to the changing competition, the enterprise needs the employee does notonly what the reward and punishment system has provided. As a behavior outside the informalreward and punishment system, Organization Citizenship Behavior has turn into an importantpart of the competition between enterprises, and it affects organizational performance.However, a reasonable leadership style is one of the important factors influencingOrganization Citizenship Behavior. In the Chinese cultural context, Organization CitizenshipBehavior has deeply influenced by Paternalistic Leadership. In addition, whether the value andpersonality of employee fits the organization is also related to Organization CitizenshipBehavior generation. Therefore, how to grasp the impact of Organization Citizenship Behaviormechanism, and how to promote employees’ Organization Citizenship Behavior in order tomaintain the vitality of enterprise development becomes the focus of this research.Under the background of Chinese culture, the relationship of Organization CitizenshipBehavior, Paternalistic Leadership and Person-Organization Fit is put forward in thisdissertation. On one hand, the explanation for the mechanism and influence factors ofOrganization Citizenship Behavior is more comprehensive in this dissertation.On the otherhand, it provides guidance and basis for the leaders correctly guide the subordinates, and thesubordinate displays his behavior good for the organization, as well as achieving theorganization optimization.Based on the current research status and the relevant literature review, the relationshipbetween Paternalistic Leadership and Organization Citizenship Behavior has induced anddeduced, and then put forward the research purpose and content, as well as constructed themodel of the Paternalistic Leadership as the independent variable，Organization CitizenshipBehavior as dependent variable，and Person-Organization Fit as moderating variable. Theemployee in the Yangtze River delta region has been investigated and237copies of effectivequestionnaires has collected. SPSS17.0is adopted to conduct the reliability and validity analysis, factor analysis, correlation analysis.After the research hypotheses verified, the conclusion reached as following: PaternalisticLeadership has a significant impact on Organization Citizenship Behavior. BenevolentLeadership and Moral Leadership have positive impacts on Organization Citizenship Behavior.And Authoritarian Leadership has negative impact on it. Value Fit has a significant impact onOrganization Citizenship Behavior. The value fit of Person-Organization Fit has a moderationeffect not only in the relationship between Benevolent Leadership and OrganizationCitizenship Behavior, but also affecting Authoritarian Leadership and OrganizationCitizenship Behavior.Based on the above research, the proposal how leaders and subordinates begin theirwork to promote organization development has been put forward. Keeping subordinate’scorrect working attitude and good performance is an important goal for leader’s effectivemanagement. However, the reality is not so. Leader usually controls the direction oforganization development, so leader should abandon the leadership that one size fits all.Leader might use differential leadership to keep the employee’s personality and organizationvitality, create a harmonious working atmosphere and so on to promote OrganizationCitizenship Behavior generation.