The Study Of Transformational Leadership’s Influence Onemployees’ Improvisation

Nowadays, the main features of business environment are uncertainty, volatility and ambiguity, so the keys of organizational survival and development are innovation, effective changes and timely response. However, the achievement of organizational innovation and change is not only dependent on pre-established plan or carefully organized arrangements, but also on real-time response on unexpected situations. Effectiveness of existing organizational theory which is characterized by order and control was subjected to challenge. Thus more and more researchers begin to build a new organization theory which can explain and guide "unplanned" or "sudden" act, and think improvisation as an effective means to deal with complex organizational environment in 21 st century. However, theoretical and empirical research on improvisation abroad is still very scarce, and the domestic studies on improvisation are still in its infancy.The research object of this article is the personal improvisation, focusing on the process of how transformational leadership exerts an effect on employees’ improvisation. Firstly this article reviews related research results of transformational leadership, psychological empowerment, knowledge integration, and improvisation. Then this research is attempting to discuss the relationships between different variables based on the recent research development of transformational leadership and improvisation, with transformational leadership as independent variable, psychological empowerment as mediator, knowledge integration as moderator, and improvisation behavior as dependent variable. This investigation is by field research collecting 400 valid questionnaires, through descriptive statistics, reliability and validity, factor analysis, statistical methods such as correlation and regression analysis to test hypothesis, and ultimately obtained the following conclusions:(1) Psychological empowerment plays a role of mediator between transformational leadership and employees’ improvisation.(2) Knowledge integration is a moderator between psychological empowerment and employees’ improvisationAt the end of this paper, the conclusion of this research, deficiencies and the future research direction were discussed.