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首页> 外文学位 >Exploring the relationship among transformational and transactional leadership behavior, job satisfaction, organizational commitment, and turnover on the IT Department of Research and Development in Shanghai, China.
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Exploring the relationship among transformational and transactional leadership behavior, job satisfaction, organizational commitment, and turnover on the IT Department of Research and Development in Shanghai, China.

机译：在中国上海的IT研发部门探索变革型和交易型领导行为，工作满意度，组织承诺和离职之间的关系。

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摘要

This study examined the causal effects of transformational and transactional leadership and the mediating role of trust on follower outcomes. Information was collected from 150 employees who worked in 12 organizations in the IT Department of Research and Development in Shanghai, China. Leadership styles were manipulated using transformational leadership and transactional leadership, and subordinates' outcomes were evaluated via the four measures of: trust, job satisfaction, organizational commitment, and turnover intention. Results, based on path analyses and specification of the search model in AMOS 5, indicated that transformational leadership had both direct and indirect effects on job satisfaction; and organizational commitment mediated through followers' trust in the leader and did not result in turnover of employees. However, transactional leadership had only direct effects on followers' job satisfaction and did not influence followers' organizational commitment or employees' intention to leave. Sufficient trust by subordinates, high job satisfaction and organizational commitment to the organization did not result in intention to leave. This study also found that different educational levels would interfere with job satisfaction, and moderate the relationship between job satisfaction and organizational commitment. Gender would moderate the relationship of transformational leadership and transactional leadership style to followers' job satisfaction both trust and job satisfaction to organizational commitment.; A theoretical model was tested via structural equation analysis using AMOS 5. Organizational justice was found to be an important predictor of trust in all samples, indicating the importance of these concepts in the organizational life of different cultures. Economic development, region, political policy, and organizational culture were found to influence the development of organizational and leadership behavior.
机译：这项研究考察了变革型和交易型领导的因果关系以及信任对追随者结果的中介作用。信息收集自150名员工，这些员工在中国上海IT研发部门的12个组织中工作。领导风格通过变革型领导和交易型领导进行操纵，下属的成果通过以下四个指标进行评估：信任，工作满意度，组织承诺和离职意向。根据路径分析和AMOS 5中搜索模型的规范得出的结果表明，变革型领导对工作满意度有直接和间接的影响。和跟随者对领导者的信任所调解的组织承诺，并未导致员工流失。但是，交易型领导只会直接影响跟随者的工作满意度，而不会影响跟随者的组织承诺或员工的离职意愿。下属的充分信任，较高的工作满意度和组织对组织的承诺并没有导致离职的意图。这项研究还发现，不同的教育水平会干扰工作满意度，并缓解工作满意度与组织承诺之间的关系。性别将缓和变革型领导和交易型领导风格与追随者的工作满意度之间的关系，包括信任和对组织承诺的工作满意度。使用AMOS 5通过结构方程分析对理论模型进行了测试。发现组织公正性是所有样本中信任度的重要预测指标，表明这些概念在不同文化的组织生活中具有重要意义。人们发现经济发展，地区，政治政策和组织文化会影响组织和领导行为的发展。

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  • 作者

    Chen, Lien-Tung.;

  • 作者单位

    Nova Southeastern University.;

  • 授予单位 Nova Southeastern University.;
  • 学科 Business Administration Management.; Psychology Industrial.
  • 学位 D.B.A.
  • 年度 2005
  • 页码 202 p.
  • 总页数 202
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类 贸易经济;工业心理学;
  • 关键词

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