Study On Authentic Leadership Of China’s Enterprise And Its Effect On Employee Contextual Performance

Authenticity is a traditional virtue of China, known as the pillar of the Chinese nation moral. However, people begin to pay attention to the problem of authenticity along with the exposure of domestic authority and the credit. In the enterprise, employees also eager to trust leaders. As managers, leader’s authenticity not only affects the enterprise management and development, enterprise culture, but also for employees, authentic leader will stimulate the enthusiasm for work, and enhance the cohesion, improve the contextual performance level of the employees. Therefore, it has important research value for the study of China’s authentic leadership and its impact on employee contextual performance.The authentic leadership theory originated and develops in the west, because of the cultural differences between countries, in-depth study of China’s authentic leadership and its impact on employee performance has to be focused. It is mainly reflected in three aspects:one is the content and structure of authentic leadership in the Chinese traditional culture background; two is the content and structure of employee contextual performance in China’s enterprises; three is the authentic leadership how to affect employee contextual performance. Based on the emphasis above, this paper mainly launches the following research work and technological innovation:First, based on the cultural dimensions theory of Hofstede and Trompenaars, proves that the characteristics of China’s culture have effect on enterprise management and leadership characteristics. And lays the logical foundation and explaination to develop the China’s authentic leadership structure model.Second, based on the grounded theory to construct the China’s authentic leadership structure model for the first time. In China cultural background, the authentic leadership structure is consisted by "five dimensions, nineteen sub factors". Specifically, Chinese authentic leadership including ideological belief, personal character, moral character, communicative character, working character five dimensions. Both using the factor analysis method and western comparative study to verify the scientific and applicability of the model. At the same time, compiled a measurement tool that fits the domestic situation.Third, construct the China’s employee contextual performance structure model, establishing "34222" structure from five dimensions of self-management, organizational identification, public awareness, assist colleagues and active behavior. Using the factor analysis method to verify the scientific and applicability of the model. This model lets the employee contextual performance’s content structure more clear, and reveals the potential impact on contextual performance factors and authentic leadership factors.Fourth, based on the China’s authentic leadership structure model, put forward hypothesis model of the effect of authentic leadership to employee contextual performance with leader-employee exchange relationship as intermediary variables in it. Verify the influence of organization and individual characteristics on authentic leadership, and the influence of authentic leadership on employee’s contextual performance, as well as the mediating role of leader member exchange relationship.Fifth, according to the dishonesty phenomenon in the enterprise, design security mechanism based on authentic leadership. The management foundation platform mainly includes five parts:construction and guidance of responsibility system, performance management guidance, growth path planning, reserve echelon construction, promotion and appointment mechanism design. Among them, the first part solves the problem of no standard, randomly assigned tasks; the second part solves the problem of assessment dishonesty by performance plan and performance meeting; the third part solve the dishonesty in career planning by designing staff career path and integral standard;the fourth part solves dishonesty in cadres selection; the fivth part solve the problem of discredit in promotion and appointment by designing direct superior recommendation mechanism.