Abstract
In the face of the recent economic crisis, trade war, globalization and other social changes, entrepreneurs and management scholars should be aware that the purpose of business is still performance, and that we should always find ways to improve performance, but also the ability o...
Abstract
In the face of the recent economic crisis, trade war, globalization and other social changes, entrepreneurs and management scholars should be aware that the purpose of business is still performance, and that we should always find ways to improve performance, but also the ability of individuals to improve performance. It has become a new focus of organizational behavior research in recent years, and has been shown to be a better description of employee commitment and performance than organizational commitment and employee loyalty. Enterprises are facing increasing pressure and competition in a dynamic environment, and they are actively seeking changes in the development process to enhance their competitiveness. But there have been many negative effects of the change process; employees not adapting to the rapidly changing work environment and ways of working. Managers and scholars are looking for a new management style can solve these problems. The emergence of the theory of transformational leadership is to solve the problem. As the domestic exploration of change leadership is still in its infancy, the exploration of the relationship with employee dedication is not deep enough. Therefore, this paper starts from the perspective of transformational leadership, conducted a questionnaire survey on the employees of more than ten domestic enterprises, and used scientific methods to find out the relationship between transformational leadership and employee dedication. The mechanism of the effect on employee dedication is explored, broadening the vision of the study of leadership behavior and improving the effectiveness of management in the study of the process introduces the sense of organizational support as a mediating variable, enriching the empirical study of organizational support, adding the idea of organizational justice. Further refinement of the relationship between transformational leadership and employee dedication complements the theoretical research on transformational leadership and employee dedication. This paper will address the following aspects: first, the relationship between transformational leadership, organizational support perceptions and employee dedication, organizational justice. The articles in this area are collated and discuss the definition, dimensions, impact effects, and the impact of transformational leadership, organizational sense of support, and employee dedication. role mechanism, and the theoretical model and research hypothesis are proposed accordingly. Secondly, a questionnaire was distributed to obtain valid information about transformational leadership, organizational support perception and employee dedication, and organizational justice. Data and scientific analysis will be conducted to justify the proposed research hypothesis to explore transformational leadership, organizational support perceptions and employee dedication, the relationship between Organizational justice. Thirdly, the conclusions obtained are combined with management recommendations for companies, managers and employees, suggesting the research deficiencies of the article and the Outlook. The findings of this paper will include the following: first, transformational leadership has a significant positive impact on employee dedication, transformational the relationship between the positive impact of each dimension of leadership on employee dedication is established. Secondly, transformational leadership has a significant positive impact on the perception of organizational support, and the dimensions of transformational leadership have a significant 、impact. Thirdly, the sense of organizational support has a significant impact on employee dedication. Fourthly, in the relationship between transformational leadership and employee dedication, the sense of organizational support is mostly established as a mediator for them. Fifth, organizational justice plays a moderating role in the relationship between transformational leadership and organizational sense of support
Abstract
In the face of the recent economic crisis, trade war, globalization and other social changes, entrepreneurs and management scholars should be aware that the purpose of business is still performance, and that we should always find ways to improve performance, but also the ability of individuals to improve performance. It has become a new focus of organizational behavior research in recent years, and has been shown to be a better description of employee commitment and performance than organizational commitment and employee loyalty. Enterprises are facing increasing pressure and competition in a dynamic environment, and they are actively seeking changes in the development process to enhance their competitiveness. But there have been many negative effects of the change process; employees not adapting to the rapidly changing work environment and ways of working. Managers and scholars are looking for a new management style can solve these problems. The emergence of the theory of transformational leadership is to solve the problem. As the domestic exploration of change leadership is still in its infancy, the exploration of the relationship with employee dedication is not deep enough. Therefore, this paper starts from the perspective of transformational leadership, conducted a questionnaire survey on the employees of more than ten domestic enterprises, and used scientific methods to find out the relationship between transformational leadership and employee dedication. The mechanism of the effect on employee dedication is explored, broadening the vision of the study of leadership behavior and improving the effectiveness of management in the study of the process introduces the sense of organizational support as a mediating variable, enriching the empirical study of organizational support, adding the idea of organizational justice. Further refinement of the relationship between transformational leadership and employee dedication complements the theoretical research on transformational leadership and employee dedication. This paper will address the following aspects: first, the relationship between transformational leadership, organizational support perceptions and employee dedication, organizational justice. The articles in this area are collated and discuss the definition, dimensions, impact effects, and the impact of transformational leadership, organizational sense of support, and employee dedication. role mechanism, and the theoretical model and research hypothesis are proposed accordingly. Secondly, a questionnaire was distributed to obtain valid information about transformational leadership, organizational support perception and employee dedication, and organizational justice. Data and scientific analysis will be conducted to justify the proposed research hypothesis to explore transformational leadership, organizational support perceptions and employee dedication, the relationship between Organizational justice. Thirdly, the conclusions obtained are combined with management recommendations for companies, managers and employees, suggesting the research deficiencies of the article and the Outlook. The findings of this paper will include the following: first, transformational leadership has a significant positive impact on employee dedication, transformational the relationship between the positive impact of each dimension of leadership on employee dedication is established. Secondly, transformational leadership has a significant positive impact on the perception of organizational support, and the dimensions of transformational leadership have a significant 、impact. Thirdly, the sense of organizational support has a significant impact on employee dedication. Fourthly, in the relationship between transformational leadership and employee dedication, the sense of organizational support is mostly established as a mediator for them. Fifth, organizational justice plays a moderating role in the relationship between transformational leadership and organizational sense of support
주제어
#transformational leadership sense of organizational support dedication organizational justice
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