The Influence Of Paternalistic Leadership On Employee Performance

Paternalistic leadership is very common in Chinese enterprises as one of specialway of leadership, especially in private enterprises. Zhejiang is famous for itsplentiful private enterprises, so the study of influence which paternalistic leadershipmakes to employee performance can help the companies implement overallperformance management to achieve benefit maximization. This article will take30private enterprises in Zhejiang province as examp le, adopt literature research,questionnaire survey and data analysis method to get further study. Firstly reviewliteratures, then Preliminary construct research model and put forward the researchhypothesis, lastly conduct empirical analysis to the data with SPSS, get conclusionand put forward some management advices.Factor analysis shows paternalistic leadership is divided into authoritarianleadership, benevolence leadership and morality leadership; organizational justicesincludes distributive justice, procedural justice and interactive justice; employeeperformance is divided into task performance, interpersonal facilitation and jobdedication. Descriptive statistical analysis shows most employees can feel moremorality leadership and different distributive justice; employees’ interpersonalfacilitation and job dedication are better than task performance. Variance analysisshows all variables have no difference in gender; all variables except authoritarianleadership, task performance and interpersonal facilitation have significant differencesin age and working years; only benevolence leadership, paternalistic leadership andjob dedication have differences in education; all variables have significant differencesin position; human characteristic variables have significant differences in post.Correlation analysis shows that the correlation coefficient between each variable issignificant. Regression analysis shows all three variables of paternalistic leadership gointo the regression equation of employee performance; only distributive justice andinteractive justice can explain employee performance; all three variables ofpaternalistic leadership can explain organizational justices.Data analysis proves part of the research hypothesis: first, authoritarian leadershiphas negative impact on employee performance, benevolence leadership and moralityleadership have positive impact on employee performance; second, distributive justiceand interactive justice positively predict employee performance, procedural justicehas only positive impact on task performance; third, organizational justice plays an mediation role in the process of paternalistic leadership’s influence on theperformance. In the process of authoritarian leadership influences task performance,organizational justice plays full mediation role; while when authoritarian leadershipinfluences interpersonal facilitation and job dedication, organizational justice playspartial mediation role. It also plays partial mediation role in the process of benevolentleadership influencing task performance. When morality leadership affect employeeperformance, organizational justice plays full mediation role. Based on the empiricalresearch conclusion, this paper will put forward some management suggestions fromthe paternalistic leadership and organizational justice angles. In terms of paternalisticleadership, leaders should weaken authoritarian leadership and properly authorize tothe subordinates; strengthen benevolent leadership and create organizationharmonious atmosphere; fully implement morality leadership and strengthen theemployee moral concept. In the terms of organizational justice, focus on employees’psychological feelings and pay attention to employees’ fairness perceptions.