The Relationship Bewteen Transformational Leadership And Counter Work Behavior

In recent years, the organization of internal violence, sabotage, rebates and other acts of anti-production continues to intensify, the organization evolved into a problem even hazard a danger to society, which makes the study of anti-production behavior of scholars are of great concern, so that scholars on how to avoid or reduce the anti- His research interests have a greater act of production. But the more counter-productive behavior researchThe impact of individual factors and environmental factors counterproductive behavior, leadership behavior of rare counter-productive behavior quantitative research, especially the impact of transformational leadership behavior. In addition, organizational commitment as a hot topic today, their relationship with their study of transformational leadership behaviors and counterproductive behavior had matured, but as an intermediary between the two variables were entered into the model has not been involved.Based on this, the first chapter introduces the background, followed by discussion of the theoretical study is to extend the theory to explore the relationship between the intermediary role of transformational leadership and organizational behavior and counterproductive behavior of commitment, then illustrate practical significance to guide leadership behavior reduce counter-productive behavior and understand the process of human resources activities, once again shows t hat this innovation under the transformational leadership perspective, counter-productive behavior of quantitative research and organizational commitment of both the role of intermediary role in the process. Finally, research methods, including questionnaires, statistical analysis and literature review.The second chapter introduces transformational leadership, organizational commitment and meaning counterproductive behavior, dimensions, questionnaires and antecedents and outcome variables, which include transformational leadership example for virtue, vision incentives, personalized care, charisma four dimensions, organizational commitment, including economic promise, promise ideal opportunity commitment, normative commitment, emotional commitment to the five dimensions, including counter-productive for the organizational behavior, leadership for two dimensions.The third chapter is based on the second chapter overview, first defines transformational leadership, organizational commitment, counter-productive behavior specifically defined herein, followed by selection of the variables in this study correspond to a questionnaire, followed by transformational leadership, organizational commitment, anti-production behavior of the three relationships reviewed, whic h made the subject of this paper the theoretical assumptions.Chapter IV empirical hypothesis testing. After collecting Xi’an, Lanzhou, Zhengzhou and other places, some corporate information, the first descriptive statistical tests, excluding the impact of the general statistical characteristics of the model, and then tested in this study the reliability and validity of the questionnaire showed that the level of reliability and validity well, they were the principal component factor analysis, orthogonal rotation obtained after each dimension corresponding item title, and then complete the correlation analysis, significant correlation between the three variables, and exclude the impact of homology variance, so the next step, regression analysis to verify the three the role of path variables, the conclusion that:(1) transformational leadership behavior have a significant positive impact on organizational commitment.(2) organizational commitment have significant negative impact on the counter-productive behavior.(3) transformational leadership behavior have a significant negative impact on the counter-productive behavior.(4) transformational leadership role in acts of anti-production process, organizational commitment to play an intermediary role.This article summarizes the fifth chapter and practical advice. The main conclusion of this study combined with targeted taken from reality presented transformational leadership, improve organizational commitment to reduce counter-productive behavior recommendations. Also pointed out the shortcomings of this study, and will provide valuable ideas for future research.