An Empirical Study Of Transformational Leadership And Psychological Ownership And Ocb In Chinese Cultural Background

Nowadays, as the rapid expansion of economic globalization and changes in the industrial structure, Chinese firms are facing increasing competitive pressures, and organizational citizenship behavior of employees can reduce friction of enterprises and improve organizational efficiency which more and more people realize now, it means a lot for survival and development of the enterprise survival in such a hard time. In recent years, transformational leadership has became the focus of world leadership studies, abroad study confirmed that the organizational citizenship behavior is one of its outcome variable, but in the Chinese cultural context,the mechanism between them is still lack of sufficient empirical research, the mechanism still remains to be explorate. Through empirical analysis of this study, we discussed the relationship of transformational leadership, psychological ownership, organizational citizenship behavior in the context of Chinese culture, and we studied the mechanism of action that transformational leadership on organizational citizenship behavior, and propose suggestion to improve human resources management. First, this study summarizes the research achievements of the past and proposes the research content and framework and hypotheses on the base of theoretical analysis; Secondly, preparing questionnaire and carrying out a survey in enterprises, after tested in small sample, deleting one question which had bad reliability and validity; Thirdly, validating research hypotheses by statistic analysis of SPSS and AMOS. The main conclusions are as follows:1. Transformational leadership has positive effects on employees’ organizational citizenship behavior, identification with the company, altruism toward colleagues, protecting company resources and conscientiousness, but has no effects on impersonal harmony.2. Transformational leadership has positive effects on employees’ psychological ownership.3. Psychological ownership has positive effects on employees’ organizational citizenship behavior, identification with the company, altruism toward colleagues, protecting company resources and conscientiousness, but has negative effects on impersonal harmony.4. Psychological ownership mediate the relationship between transformational leadership and employees’organizational citizenship behavior, identification with the company, altruism toward colleagues, protecting company resources and conscientiousness, but not impersonal harmony.