A Study On The Fitness Between Leadership And Organizational Culture

Organizational culture and leadership behavior always are hot topics in research field. Leadership theory, such as the traits theory, behavior theory and the contingent theory, has been trying to explain the effectiveness of leadership from the aspect of leader's essential quality for more than half a century. Since the Transformational and Transactional Leadership theory first proposed by Burns in 1978, it has attracted many scholars to take theory analysis and empirical study. Meanwhile, the classification of leader has been a new paradigm in leader theory research. Organizational culture originated from the study of organizational climate, could be traced back to the research on group atmosphere (authority, democratic and laissez-faire type ) by Lewin, Lippit &White in the late 1930s.The studies on leadership and organizational culture have a longer history respectively, but it was not until the last 20 years that people started to pay attention to the relationship between them. In reality, organizational culture and leaders play an indispensable role in enterprises and the performance of enterprises is the collaboration of organizational culture and leaders. Therefore, based on the relationship between organizational culture and leadership, research on their fitness has become very necessary. If the fitness between organizational culture and leadership exists and affects the enterprise effectiveness, choosing a suitable leader and building a corresponding organizational culture will contribute to the improvement of enterprise effectiveness, so as to achieve the enterprise development strategies. Therefore this thesis tries to explore the fitness between organizational culture and leadership with empirical research method, and provide a reference for hiring senior managers and building organizational culture.In particular, this paper used the method of sampling and survey, and SPSS statistical analysis software was used for data processing. Also we employed the techniques of reliability analysis, descriptive statistics, correlation analysis, multiple linear regression analysis and single-factor analysis of variance. Finally we drew the following conclusions: state-owned enterprises, private enterprises and foreign funded enterprises, leaders all tend to adopt transformational leadership, but the transformational leadership is more common in private enterprises, and the transactional leadership is more common in the state-owned enterprises. Different organizational culture matches the different types of leadership: transformational leadership and innovation-oriented, support-oriented corporate culture existed adaptability, rule-oriented and goal-oriented organizational culture match transactional leadership. And in a particular cultural context, adopting the type of leadership which matches the particular culture can lead to better performance.Finally, this paper gives several suggests in order to help enterprises to improve leadership effectiveness: shaping and nurturing a suitable organizational culture and atmosphere, optimizing the selection and evaluation mechanisms, timely giving the feedback of leader's performance. At the same time, we should give full consideration to the style of enterprise leaders, design and shape a suitable organizational culture in order to facilitate the staff in the formation of the most extensive identity. Then a higher degree of satisfaction with the leadership and job satisfaction will emerge, which will improve enterprise performance.