A Empirical Study Between Hub-firm' Leadership And Job Satisfaction Based On Firm Network

The late 20th century, a new organization emerged business model-network organization, network organization has many advantages compared to its hierarchical organization with many unable to have or achieve the function, showing strong vitality, and quickly Global scholars and entrepreneurs get their attention. Network organization's strengths is its ability through the integration of resources, human resources, information, capabilities and knowledge, formation and synergy, so that the network members to jointly cope with complex and volatile cross-cutting competition. In recent years, research has yielded fruitful results in theory, scholars are trying to collect data to conduct empirical studies, but data collection is difficult, and many different measurement methods used, so the empirical research conclusions is not rich enough. The paper is to try to explore the relationship between the network of leadership among the members and job satisfaction, as a good attempt to the network organization of non-contractual mechanisms o.This paper describes the background, meaning, content and methods, and domestic and foreign research results are summarized. Reviewing the main theories of the network organization, leadership and job satisfaction, next, studies the relationship between the logical reasoning, and defines the metrics hub-form's leadership in network organization and the job satisfaction in networks to make assumptions. Finally, we use SPSS17.0 statistical software and structural equation modeling software AMOS7.0 processing the collected data to verify the proposed hypothesis, the conclusions as follows:(1) Hub-firm's leadership has a direct and positive effect in the job satisfaction in networks. (2)Effective control and coordination to make the network members more recognize the cooperative relationship between them. (3) Leading ability has no direct and positive effect to make the network members more recognize the cooperative relationship between them. (4) Trust among the network members can be a mediator for network organization leadership and job satisfaction of employees. Moreover, hub-firm's leadership will effectively enhance the network of trust between members. (5) Evaluation of characteristics of the staff can be a mediator for network organization leadership and job satisfaction of employees.There are two main innovations of this paper as follow:First, the definition of hub-firm's leadership development and its measurement scale. Second, Definition of staff job satisfaction and its measurement scale. Finally, trust and evaluation of characteristics of the staff can be the mediators for network organization leadership and job satisfaction of employees.