Research On The Influence Of Authentic Leadership On New Generation Employees’ Organization Commitment

Currently, the new generation employees have been the main force of theenterprise, but their high turnover rate and low organization commitment has arousedthe concern of scholars and practitioners, how to choose the appropriate leadership toimprove the new generation employees’ organization commitment is worth studying.The authentic leadership theory has gradually caused the attention of the scholars bothat home and abroad in recent years. Studies have shown that authentic leadership canaffect employees’ attitude and behavior, but the related research is still in its infancy.This study takes the influences of authentic leadership on the new employees’organization commitment, based on reading related academic works and thecharacteristic of the new generation whose mood swings big and compressive abilityis poor, this study introduces psychological capital as the mediator factor. Based on aquestionnaire survey, it uses empirical method to reveal the intrinsic mechanism ofauthentic leadership, the new generation employees’ psychological capital and theirorganization commitment. The results achieved in this study are:1.By reliability and exploratory analysis, it has verified the good reliability andvalidity of authentic leadership, psychological capital and organization commitmentscales.2.By the correlation analysis, it finds that it has positive correlation betweenauthentic leadership and its dimensions, the new generation employees’ psychologicalcapital and their organization commitment.3.Through regression analysis, it finds that authentic leadership and itsdimensions have significant positive effects on the new generation employees’psychological capital and their organization commitment. The degree of the fourdimensions of authentic leadership’ effects on the new generation employees’psychological capital and their organization commitment is from big to small ofrelational-transparency, internalized-moral, balanced-processing and self-awareness. The new generation employees’ psychological capital has a significant positive effecton their organization commitment. And the psychological capital plays a partymediating role in the relationship between authentic leadership and the newgeneration employees’ organization commitment.This study provides practical advices for the management of the enterprise, anddiscusses the progress, limitations and future expectations of this study.