| In the current economic situation, the leadership style and organizationalcommitment of employees has become an important topic. Leadership style has avery profound impact on organizational commitment and the level of culture is animportant factor affect i n g the leadership style and employee organizationalcommitment. This study has a starting point to different cultural background inChina, and Korea, citing previous leadership style and organizational commitmentscale data analysis, respectively South Korean employees, research on transactionalleadership style and transformational leadership style from different culturalbackgrounds to explore the relationship between employee organizationalcommitment, what kind of leadership style is more suitable for the enterprise, moreeffective.This study used predecessors’questionnaire previous and data collection.Firstly using, China and South Korea sample statistics and analysis. Factor analysisof leadership style to fit a model in the context of Chinese culture, vertical line,intellectual stimulation, vision, motivation, transaction management, substantialtransactions, and psychological trading six dimensions of organizationalcommitment fitted the emotional commitment, continuous commitment andnormative commitment in three dimensions; Correlation analysis found thatleadership style and its various dimensions had a significantly positive correlationwith organizational commitment and its various dimensions; The regression analysisfound that the intellectual stimulation, transaction management and substantivetransactions can predict organizational commitment.Korean cultural context correlation analysis showed that leadership style withmorals, intellectual stimulation, contingent reward, psychological trading fourdimensions; organizational commitment proposed synthetic sense of commitment,continuous commitment and normative commitment in three dimensions by factoranalysis; leadership style and its sub-dimensions and affective commitment,normative commitment, and organizational commitment overall has a significantrelationship; Regression analysis found that people with morals and intellectualstimulation significantly positively predict organizational commitment.Secondly, a comparative analysis of the two countries’leadership style and organizational commitment was done under the background of culture.Through the level found in the level of leadership style and organizationalcommitment, in addition to the continued commitment dimension, Korea is slightlyhigher than the overall leadership style and its sub-dimensions, the overallorganizational commitment, affective commitment and normative commitmentshould be higher than South Korea; Correlation found by comparing leadership styleand organizational commitment, leadership style and organizational commitment,there is a significant positive correlation, and a positive correlation coefficient ofChina’s leadership style and organizational commitment is higher than SouthKorea’s; Through regression analysis the comparison found that the Chinese culturalcontext, transformational leadership and transactional leadership behavior comparedto the Korean culture is a better predictor of the overall organizational commitmentof employees.Finally, more research is necessary for business advancement between twocountries. This thesis hopes to recommend a more suitable leadership style to suitboth Chinese and Korean enterprises and provide theoretical and practical guidancefor entrepreneurs. |
