Research On The Relationship Between Leadership And Organizational Commitment

With the acceleration of economic globalization,the competition has become increasingly fierce in the new economic situation,how to make business sustainable and harmonious development,is placed in front of each private entrepreneurs important issue.The sustainable development of enterprises is the need leaders and employees work together,and in this degree,leader leadership style flexibility is particularly not be ignored.Chinese private manufacturing sector plays a pivotal role in our economic system.But if a company employee organizational commitment is too low,resulting in inefficient conditions,high turnover rate,the company lost a lot of talents,which can lead to huge losses suffered by businesses.Therefore,how to adjust the leadership style of the leader to mobilize the enthusiasm of staff,for staff to create an efficient,high sense of belonging to the working environment that is now in urgent need of business leaders to discuss and solve problems.In view of the above reasons,the study identified the object of study,summed up the results of previous studies,the research framework is set to the questionnaire as the main research method by personal characteristics Scale,Scale leadership style,employee organizational commitment scale a sense of belonging to the organization and employee relations leadership style research and analysis,to explore one of relevance.Particularly in the private manufacturing industry in Hebei leadership and staff of the object,different variables for individual characteristics,personal characteristics to explore the influence of different variables on leadership style and organizational commitment of employees caused.The results showed that: 1,individual characteristics variables related conclusions(1)gender.Gender had no significant effect on organizational commitment;(2)age.Workers aged 26-35 in the emotional attribution,attribution norms,economic vested three years of age should be more than 25 groups,35-45 years old population above the age of 25 groups in the economic attribution,other consistent;(3)qualifications.High school or college educated populations in two ways emotion attribution,attribution ideal and less than junior high school groups,other basic agreement;(4)years of service.3-5 years of service groups in an ideal attribution than 10-20 years of service groups,5-10 years of service groups than in the specification attribution groups 10-20 years of service,the other basically the same.2,leadership style and organizational commitment employee relations :(1)the leadership style of the staff concerned to enhance employees' organizational commitment for more significant;(2)the various dimensions of the leadership style of the staff concerned employees a sense of belonging(feeling of belonging standardize a sense of belonging,a sense of belonging ideal economic sense of belonging and a sense of belonging opportunity)had significant effects;(3)the leadership style of the production concerned the opportunity to influence employees' sense of belonging is not significant.Based on the research findings,the study recommends that companies: First,for a variety of characteristics of individual employees,we need to strengthen the organization to maintain their sense of belonging,a sense of belonging to the organization as a business development booster;Second,leaders concerned about production at the same should be more concerned about the employees themselves,care for the employees themselves,but also help to improve their sense of belonging.