Research On The Influence Of Transformation Leadership On Employee Organization Citizenship Behavior

With the rapid development of the globalized economy,Chinese enterprises are facing many competitions and challenges as well as the opportunities for unlimited development.Under the circumstance of fierce market competition environment,if Chinese enterprises,especially small and medium-sized enterprises,want to seek rapid development,they must enhance their core competitiveness,expand their market share and improve their performance.As the main body of enterprise activities,employees are very important to the development of enterprises.With the intensification of competition for the survival among small and medium-sized enterprises,more and more demands are made for employees' work performance.On the one hand,they hope that the employees will be loyal to the enterprise;on the other hand,they are encouraged to make more contributions to the survival and development of the enterprises when they complete their job,namely organizational citizenship behavior,so as to achieve rapid improvement of corporate performance.In recent years,transformational leadership has gradually become the focus of leadership theory.It has been proved that transformational leadership is an important antecedent of organizational citizenship behavior in foreign studies.However,the study of internal mechanism of transformational leadership influencing organizational citizenship behavior,especially the research on small and medium-sized enterprises in China,is still lacking,and the empirical research is even less.This thesis takes small and medium-sized enterprises as the research object,combined with Maslow's hierarchy of needs theory,self-determination theory,social exchange theory,psychological contract theory,etc.,studying the topic of “influence mechanism of transformational leadership style on employee organizational citizenship behavior”,to discuss the following questions:(1)The influence of transformational leadership and its different dimensions on employee organizational citizenship behavior(organizational citizenship behavior-organization and organizational citizenship behavior-interpersonal);(2)The influence of transformational leadership and its different dimensions on employee affective commitment;(3)The role of affective commitment between transformational leadership and employees organizational citizenship behavior;(4)The role of emotional intelligence between transformational leadership and affective commitment.Through qualitative and quantitative research,firstly,this thesis summarizes the relevant theories and literature,forms the research hypothesis and conceptual model.Meanwhile,the research conducts pretest and scale revision on the basis of maturity scale,and finally forms a formal questionnaire required for the research.Secondly,SPSS 19.0 is used to analyze the collected data,and AMOS 24.0 is used to test the structural equation model.Through research and analysis,we get the following conclusions:(1)Transformational Leadership and its different dimensions have positive effects on organizational citizenship behavior(organizational citizenship behavior-organization and organizational citizenship behavior-interpersonal);(2)Transformational Leadership and its different dimensions have positive effects on affective commitment.(3)Affective commitment plays a partial mediating role between transformational leadership and organizational citizenship behavior.(4)Emotional intelligence plays a positive moderating role in transformational leadership and affective commitment.