Studies On The Relationship Between Charismatic Leadership And Employees’ Organizational Citizenship Behavior

Our country is in the rapid economic development and social changes of great agecurrently, so leaders need to improve the leadership style further, know how to care aboutand support staff, get the respect and approval of employees, so that more professionalstaff to achieve the organizational goals. So organizations need charismatic leaders all themore. Charismatic leadership has had a profound influence and positive effect in recentyears, as a closely watched leadership style in the organization. Charismatic leadershiptheories are from foreign research mostly. And Cultures are different between eastern andwestern, so study on the impact of charismatic leadership under the background of Chinais very necessary. Charismatic leaders are able to have a positive impact on organization.It can influence the employees’ behavior positively. However, for charismatic leadershipbehavior impact followers and the influence of psychological mechanism and process, andwhether this relationship will be impacted by other situational condition, studies havelacked enough attention.Based on the above background, the article will explore the relational research as apreliminary probe. The charismatic leadership is as the independent variable, theorganizational citizenship behavior is as dependent variable, the psychological capital is asintermediary variable, and the environmental dynamics as a moderator variable. Trying tostudy charismatic leadership how to affect employee organizational citizenship behaviorthrough the psychological capital, and at the same time join the environment dynamic asthe moderator variable, in order to investigate surroundings features about the enterprise,and whether it will affect the charismatic leaderships’ influence on the organizationalcitizenship behavior. In addition, the organizational citizenship behavior including theorganizational citizenship behavior point to individual (OCBI) and the organizationalcitizenship behavior point to organization (OCBO). First of all, through review the relatedliterature, establish a theoretical platform; secondly, through the integration of theory, putsforward the hypothesis about the charismatic leaderships’ influence on the organizationalcitizenship behavior; third, collecting data by the questionnaires, and using SPSSstatistical analysis tools to test research hypothesis and model. Finally, this article comesto the research conclusion and put forward the application analysis of the results for thestudy.The research result shows that charismatic leadership has the significant positiveinfluence on employee organizational citizenship behavior, and psychological capital playsan intermediary role in the process of the influence between charismatic leadership and organizational citizenship behavior, and psychological capital has a positive effect onorganizational citizenship behavior. Environmental dynamics does not play a role ofregulation when charismatic leadership has the significant positive influence on employeeorganizational citizenship behavior. At the same time, the article put forward somerationalization proposal on management practice according to the studies.