Empirical Study On The Effects Of Leader’s Dominant And Social Communication Style On Employees’ Organizational Behaviors

Communication is an important part in leaders’behaviors. Leaders get interpersonal influence mainly directed through the communication process. Base on the demand of leaders’ communication effectivity and the vital influence on which communication subject exerts object, the research explores the effect mechanism between leader’s communication style and employees’organizational behaviors. On the one hand, it refines and riches the leadership theory and communication theory; on the other hand, it provides guidance on leaders practice and employee management. By means of literature review and integration, the research chooses dominant and social communication style, discusses the effect of the two communication style and demographic variables on employees positive organizational behaviors (i.e., organizational citizenship behavior and work engagement) and negative organizational behaviors (i.e., counterproductive work behavior and job burnout), and the mediating role of job satisfaction. After testing and correcting the research scales by pre-test, the SPSS17.0 and Lisrel8.7 were used to do the statistical analysis of the 237 valid questionnaires from formal test. The main conclusions are as follows:(1) The effect of demographic variables. Gender, education level, age, position, income have significant influence on work engagement; gender has significant influence on counterproductive work behavior.(2) Dominant communication style leads to negative organizational behaviors (counterproductive work behavior and job burnout); social communication style leads to positive organizational behaviors (work engagement).(3) Job satisfaction plays a complete mediating role among dominant communication style and organizational citizenship behavior and counterproductive work behavior and job burnout; plays a partial mediating role between dominant communication style and work engagement.(4) Job satisfaction plays a complete mediating role between social communication style and work engagement; plays an inconsistent mediating role among social communication style, organizational citizenship behavior and job burnout.