The Research On The Influence Of Transformational Leadership On Employee Satisfaction

Along with the progress of the society, there have great changes in people’smental state, such as motivation and need. In the system transformation and globalcompetition in the background of Institutional transformation and global competition,bank managers must understand the psychological situation and feelings of employees,and adopting the corresponding style of leadership and management way to drive theorganization’s progress. Previous studies have few discusses the mechanism of actionof transformational leadership, this paper conduct research on the influencemechanism of Transformational leadership on employee satisfaction based on theorganizational justice as intermediary variable from the new angle of research, thiswill help to further understanding the staff psychological motivation and paying greatattention to control the effect factors and guiding employee behavior, therefore, withthe joint-stock Banks employees as the research object, this paper analysis theinfluence mechanism of transformational leadership on employee satisfaction, It is ofimportant theoretical and practical significance.According to the theory of social exchange and leader behavior，the first chapterdefines the transformational leadership, employee satisfaction and organizationaljustice, this paper divides the organizational justice into procedural justice,distributive justice, interpersonal justice and informational justice, and reviews thedomestic and foreign researches, analyzes impact mechanism of transformatio nalleadership on employee satisfaction and the mechanism of organizational justice inthe process, and thus constructs the impact mechanism model of transformationalleadership on employee satisfaction with organizational justice as the intermediaryvariable by theoretical analysis. Based on the above proposal,an anonymousquestionnaire is designed to study the joint-equity banks in Changsha, Guangzhou,Hangzhou, etc. and then uses the reliability analysis, validity analysis, multivariatevariance analysis, structuralequation modeling analysis to statistical analyzes thesample data through using the statistical analysis software of SPSS18.0andLISREL8.7. The empirical results show that: the scales have high levels of reliabilityand validity; background variables have effect on the differences of transformationalleadership, employee satisfaction and organizational justice; there is a significantlypositive impact in transformational leadership and organizational justice on employee satisfaction; distributive justice and informational justice are the intermediaryvariables of the influence of transformational leadership on employee satisfaction;there is no significantly postive impact procedural justice and interpersonal justice onemployee satisfaction.Based on the results, this paper proposes some management recommendations tothe joint-equity banks as follows: training managers form transformational leadershipstyle,building good relationship between leadership and staff; building goodorganization culture atmosphere, guidancing and training staff to set up scientificfairness; strengthening the organization program fair, perfecting employees involvedin the system; enhancing employees’ distribution fairness, reeasonable improving thewelfare and salary of the outstanding staff; constantly perfecting management system,improving employees’ job satisfaction level.