Effect Of Leadership Style On Employee’s Organizational Commitment

As special resource in companies, the biggest difference of human resources is their creative, which can make companies with the same hardware to achieve higher operating efficiency, we need to think about how to retain talent, stimulate their creativity and exert more advantages of human resources, so as to maximize the benefits and added value. Meanwhile, leaders, leadership style and leadership behavior can affect not only the employees’job performance and organizational performance, but also many soft factors of development, such as employees’attitude, Behavior and so on factors, but these factors precisely are the source of corporate competitiveness of the enterprise.Whether different leadership styles can affect employees’organizational commitment and what kind of this effect is, and what kind of effect the aligned and caring leadership style can respectively have on the employees’organizational commitment, including affective commitment, normative commitment and continuance commitment, and in this progress whether the perceived organizational support can play an intermediary role.To solve the above problems, Based on the previous literature review and design questionnaire, the article gives questionnaires in Huainan Xinji coal company to make investigation and collect data, using SPSS19.0and Amos16.0software for data processing, through empirical research to verify in the enterprise the aligned and caring leadership style have different effects on organizational commitment, and whether mediating variables play a role in the progress.Through reliability analysis, questionnaire validity analysis, clustering analysis, correlation analysis and regression analysis we summarize the conclusions as follows:(1) The caring leadership style has a positive correlation with affective commitment and continuance commitment, but on significant correlation with normative commitment.(2) The aligned leadership style has a negative correlation with affective commitment and normative commitment, but on significant correlation with continuance commitment.(3) Perceived organizational support plays a role of intermediary between leadership style and organizational commitment.(4) Finally, summarize the results of the empirical analysis, and make recommendations to leaders and management, and for the limitations of the study proposed the future research.