The Study On The Relationship Between Transformational Leadership And Organizational Commitment Based On Organizational Justice

The concept of transformational leadership was posed by Burns who was a social and political scientist in1978, and numerous studies show that staff attitudes such as organizational commitment, satisfaction is affected by transformational leadership behaviors.In recent years,Chinese scholars began to study transformational leadership theory, domestic scholars such as Li Chaoping, JiaDingliang, WuZhiming use psychological empowerment, leader-member exchange relations,organizational trust as the mediating variables to study transformational leadership.What has confirmed of the mediating variables of transformational leadership is that the psychological empowerment,organizational trust, the support from organization, leader-member exchange relationship, and using organizational justice as an intermediary variable has mentioned in part of the articles, but only few in empirical research. Regarding organizational commitment,a lot of research has focused on the outcome variables of organizational commitment, mostly to investigate the relationship between organizational commitment and some behavior such as turnover intention, and only few research has focused on the antecedent variables of organizational commitment.Therefore,this article will study the transformational leadership and organizational commitment by organizational as an example of private enterprises in Chongqing.On the one hand, the research of using organizational justice as a mediating variables in the effect mechanism of transformational leadership can make up for the blank that there is little research of using organizational justice as a mediating variable, on the other hand, to use transformational leadership as antecedents of organizational commitment to research which will extend the traditional antecedents of organizational commitment to the leadership level and use organizational justice as an intermediate variable to explore the relationship between transformational leadership and organizational commitment.This paper first describes the research background, significance, research objectives and research ideas; on the basis of the literature review of the transformational leadership, organizational justice and organizational commitment, transformational leadership to define their concept and theory of literature were reviewed. Then according to the research status to establish a conceptual model and research hypotheses, private enterprise employees in Chongqing as the object of study, the most widely used of transformational leadership questionnaire from Li Chaoping, the organizational justice questionnaire invented by Niehoff and Moorman in1993which contains distributive justice, procedural justice and interactive fair and the organizational commitment questionnaire invented by Meyer and Allen in1997which contains emotional commitment, continuous commitment and normative commitment will be used in the research. The article will use the method of convenience sampling to survey private enterprise employees in Chongqing by questionnaire;252questionnaires were distributed;withdraw238questionnairesand there is218valid questionnaires and the rate of valid questionnaires is86.5%.The research use the method of descriptive statistics analysis, the validity of the questionnaire analysis and reliability analysis, correlation analysis, regression analysis by SPSS19.0to get the following conclusions:(1)There is a positive correlation between transformational leadership and organizational justice.(2) Transformational leadership and organizational commitment are positively correlated.(3)There is a positive correlation between organizational fairness and organizational commitment.(4)Organizational justice in the relationship between transformational leadership and organizational commitment plays a intermediary role. Finally, to sum up the conclusions,use the conclusions to correct the research hypotheses and get recommendations to the enterprise managers, the study limitations and future research directions.