The Study Of The Relationship Between Transformational Leadership,Organizational Identification And Organizational Citizenship Behavior

With the advancement of the economic globalization, the competition of the market is increasingly fierce and the competition pressure that the enterprises face is more and more bigger, so the job performance of the organization’s members is also set a higher request. It is not enough that employees only complete the basic work requirement. How to go beyond their formal job responsibilities and exhibit organization citizenship behavior is very important to ensure the operation of enterprises and improve management efficiency and gain competitive advantage. Now after80employees have irreversible boarded the stage of the career, and they have become the backbone of enterprises. They create value for the enterprises, at the same time they also brought a series of management problems. After80employees were widely considered to have weak sense of responsibility and low organizational identification. In order to improve their organizational identification, we should not only improve staffs own quality, but also improve the level of leadership. Transformational leadership is considered to be one of most effective leadership, it can improve the organization identification of the staff, thus show more organizational citizenship behavior.The content of this study is roughly summed up in three parts. The first part explains most of the major research background and significance, research methods, and variables related basic theory review. We draw the unique line of research and ideas on the basis of the formation. The second part is through the majority of empirical research and analysis to investigate the Organizational Citizenship Behavior factors of employees after80s. The specific steps are as follows:Through the transformational leadership, organizational citizenship behavior, organizational identification, related to the relationship between theory and collate documents and materials to employees after80s organizational citizenship behavior and transformational leadership organizational identification between the model and make relevant hypotheses; utilization SPSS20.0statistical analysis tools such as data obtained from the questionnaire were analyzed to explore the transformational leadership, organizational citizenship behavior, organizational identification and impact, so as to determine the true impact of organizational citizenship behavior factors. The third part summarizes the conclusions of this study, and on this basis we propose to make some advice to improve the employees after80s organizational citizenship behavior, and make sure a clear direction for future research. The conclusion is as follows:First, there is a significant difference in only a few dimensions of the study variables about the different attributes of employees:gender, marital status and education have no significant difference in all dimensions of the transformational leadership, organizational identification and organizational citizenship; Employees that have different working years has a significant effect on the cognitive organization identification and affective organizational identification. The longer they work, the identification is stronger. Employees that have different job levels have a significant effect on three dimensions of transformational leadership, as well as all the dimensions of organizational identification and organizational citizenship behavior.Second, two of the four dimensions of transformational leadership, such as Moral incentive, and Individualized Consideration have positive influence on organizational identification, but Vision incentive and charisma have no significant influence on organizational identification; Three of the four dimensions of transformational leadership, such as Moral incentive, Vision incentive and charisma have positive influence on organizational citizenship behavior organizational identification, but Individualized Consideration has no significant influence; three dimensions of organizational identification all have positive effect on organizational citizenship behavior. Two of the three dimensions of organizational identification, cognitive and affective organizational identification have positive influence on organizational citizenship behavior, but evaluating organizational identification has no significant influence on organizational citizenship behavior.Third, transformational leadership increase organizational citizenship behavior of employees by increasing the employee’s organizational identification. That is to say, the organizational identification plays a mediating role between transformational leadership and organizational citizenship behavior.In addition, although this paper is based on long-term literature reading, establish a distinctive research model and take diversified statistical analysis method to confirm related research hypothesis, but due to the limitation of time and personal ability, the text has limitations and shortcomings in questionnaire designing, research tools and so on, which also points out the direction of further study..