The Research On The Relationship Between Transactional Leadership And Employee Help-Seeking Behavior

With The development of economy, the organizations have to face the uncertain environment internally and externally, which makes the employee’s work become increasingly complex. In this condition, it is particularly important to help each other between the employees. In general, helping behavior happens because of someone who asks for help. Therefore, academic circles gradually begins to pay close attention to the role employees acting as when seeking help, and puts forward the concept of employees help-seeking behavior. Employees help-seeking behavior refers to the interpersonal interaction process when an employee seeks help from his/her colleagues to solve work related or work outside problems. So far, a large number of studies have found that help-seeking behavior can significantly improve the employee’s job performance, job satisfaction and creativity. Thus, making researches on employee help-seeking behavior will promote personal development, leadership effectiveness and organizational efficiency. In reality, however, there is such a strange phenomenon: while help is needed and available, employees do not seeking help actively. Based on the above thought, this study intends to explore: what factors exactly affects employee’s help-seeking behavior? What are the influence process mediation mechanism and boundary conditions?This study adopts questionnaire survey to 454 of workers local companies and tends to explore the comprehensive influence model of transformational leadership style, individual psychological security and personal achievement goal orientation and employee help-seeking behavior under Chinese culture background. The conclusions are mainly as follows:(1) the transformational leadership and its four dimensions have significant positive effects on employee help-seeking behavior;(2) the transformational leadership and its four dimensions have significant positive effects on psychological safety;(3) psychological safety partly intermediates transformational leadership and employee help-seeking behavior, including two dimensions of personalized care, charisma have an partial intermediary role and the other two dimensions of virtue and vision incentive have an complete intermediary role;(4) learning goals orientation moderates the relationship between transformational leadership and help-seeking behavior, including on the dimensions of vision incentive and personalized care positively moderate the relationship, and on virtue negatively moderates the relationship; Performance goal orientation doesn’t moderate the relationship between transformational leadership and help-seeking behavior while on the dimension of personalized care positively moderate the relationship.In the end, the paper discusses the result of the empirical study and put forward practical enlightenment for enterprise management, and aiming at shortcomings and limitations of this study, and makes some suggestions for further research.