A Study On The Relationship Between Leadership Behavior And Employees' Job Satisfaction

Job satisfaction, as one of the four indices of enterprise's ecosystem, can reflect employees' psychological state most efficiently; it also has great impacts on employees' behavior. Those who has high job satisfaction are more likely to repay their organizations. On the contrary, employees with low job satisfaction are inclined to adopt some withdrawal behavior. Job dissatisfaction is directly related to absenteeism, grievances, and turnover and is very costly to the organization.And leadership behavior, which is the pivotal factor in allocating manpower and financial resources and material resources, has significant influences on followers' emotion and mentality. The study on the relationship between leadership behavior and employees' job satisfaction has certain theoretical meaning and realistic meaning. On one hand, such study can rich the theoretical fruit in related research field, on the other hand, it provides managers with some reference to enhance followers' satisfaction.In this study, 248 employees are selected as investigation sample. Date is collected through questionnaire investigation, and is used for statistics analysis. A study is conducted to discover the relationship between leadership behavior and employees' job satisfaction, and differences between statistics variables. The research results are as follows:1. Personnel-concerned items, such as educational experience, age, and years of working with directors, has no impact on both employees' sense of leadership behavior and their level of job satisfaction. But gender has influence on employees' sense of leadership behavior, while tenure on their level of job satisfaction.2. Leadership behavior is significantly and positively correlated with employees' job satisfaction. Among all five leadership practice, challenging the process, enabling others to act, and encouraging the heart can predict employees' job satisfaction. And enabling others to act, encouraging the heart and inspiring a shared vision can predict employees' job satisfaction with supervisor; challenging the process and encouraging the heart predict promotion satisfaction, while work satisfaction can be predicted by enabling others to act, encouraging the heart.