Empirical Relationship Based On Transformational Leadership Behavior Of Organizational Justice And Organizational Citizenship Behavior

In the past 20 years, the studies of organizational citizenship behavior caught more and more researchers'attention. And there are fruitful achievements in their researches. What they study focused on contents, factors of influence, its relation with performance etc. They intensified people's understanding of organizational citizenship behavior in theory and presented some new thoughts and directions of employment, training, evaluation of performance, pay management, and stimulating employee to work in practice. Previous studies indicated main influencing factors of organizational citizenship behavior, but there are not enough empirical researches in the influencing mechanism of those factors. So this dissertation explores the influencing mechanism of leadership behavior and organization commitment to organizational citizenship behavior through the method of empirical research.This dissertation investigates employee's organizational citizenship behavior, organizational justice, and transformational leadership behavior of 4000 employees in several enterprises in Mian yang through questionnaires and analyzes their relationship with the methods of factor analysis and correlation analysis. organizational citizenship behavior is measured with activeness dimension, organizational faithfulness, and helping dimension; transformational leadership behavior represents leadership behavior. The result shows that there is correlation relationship between employee's individual diversity and organizational citizenship behavior. Transformational leadership behavior is positive with organizational citizenship behavior (activeness, organizational faithfulness and helping behavior). The different dimensions of organizational justice are related with those of organizational citizenship behavior. And the relationships between the transformational leadership and organizational citizenship behavior will be partially mediated by organizational justice. Finally, indicate some limitations of the research and give some suggestion of future research.