Empirical Study On The Influence Of Transformational Leadership On Employee Voice Behavior

With the increasingly competitive global economy, modern companies need to strengthen their own adaptation, in order to maintain the competitiveness of enterprises. Enterprises need airing to constantly adjust the enterprise system, urge enterprises to develop new ideas, and conduct innovation activities to adapt to the constantly updated environment. Rely on a single leader to make decisions can not meet today’s rapid development requires, it is need employees to make suggestions to broaden one’s scope of mind, and lead the development of organizational renewal. Therefore, many companies are increasing emphasis on employee voice behavior now, this study investigated the behavior of employee voice behavior under transformational leadership, the affective events theory is the core support theory, it is believed that work event through the emotion impact the behavior, analyzes the impact of transformational leadership on employee voice behavior, and studied the employee emotion as the intermediary role between them, also discussed the attachment regulating effect.The study combing the relevant literature first, proposed hypothesis of the correlation between the variables, production questionnaire prepared by the previous credible scale, through grant questionnaires and eventually get 202 screening study sample, using spss17.0 and Amos20.0 research software for analyzing survey data to explore the correlation between transformational leadership and employee voice behavior, the results indicate that:(1)Transformational Leadership on employee voice behavior has a significant positive effect.(2)Transformational Leadership on staff morale has a positive impact positive effect on employee attachment have reverse negative influence.(3)Employees positive work emotion on voice behavior has a positive influence, negative work emotion on voice behavior has a reverse influence.(4)Positive work emotion be a partially intermediary role between transformational leadership and voice behavior, negative work emotion can not be an intermediary role between transformational leadership and voice behavior.(5)Employee attachment be a positive regulatory role between transformational leadership and employee’s positive emotion, can not be a regulatory role between transformational leadership and employee’s negative emotion.In the end, discuss and analyze the research results, and recommend some suggests for enterprise practical activity:(1) Training managers’ leadership, improve their level of transformational leadership.(2)Increase focus on employee emotional experience.(3)Establish an advice mechanism, encourage employees to participate in decision-making, and establish a good suggestion’s atmosphere. Point out the shortcomings in this study, like the sample size can be expand the scope, and prospects for future research studies, like the study of the voice behavior can be deep researched in the direction of the faith groups.