A Research On The Impacts Of Transfor Mational Leadership On Organizational Commitment Under Organizational Change:Moderating Role Of Organizational Change Cognition

In order to adapt to the rapid pace of social and economic development, as well as to respond to the challenges of new technology development, organizational change becomes more and more popular in these days. Organizational change has become one of the hottest topics in academic research area. Under organizational change, organizational commitment of employees is declining in the meantime. Therefore, employers become worried about the issue of how to improve organizational commitment of employees more than ever. The challenge of external environment and the need of internal management, employers hold the selection of leaders in great account. Under this circumstance, this paper studies if transformational leadership has a significant positive impact on organizational commitment, and if organizational change cognition has a significant moderating effect between transformational leadership and organizational commitment.After reviewing studies of organizational change, transformational leadership, organizational change cognition, organizational commitment, this paper revealed the relationship among variables and developed hypotheses. Learning from previous questionnaires for the division dimension of variables, this paper reformed questionnaires based on this research. This questionnaire was distributed among the employees who have been involved in organizational change. For testing those hypotheses, reliability and validity analysis, descriptive statistics, correlation analysis and regression analysis has been done to the collected data.Through research, following hypotheses has been confirmed:charismatic leadership has a significant positive impact on continuance commitment; Moral Leadership has a significant positive impact on normative commitment; moral Leadership, charismatic leadership and visionary leadership all have a significant positive impact on affective commitment; cognition to the development of organizational change has a significant moderating effect between charismatic leadership and continuance commitment; cognition to self-development in organizational change has a significant moderating effect between charismatic leadership and continuance commitment.