A Study On The Impact Of Transformational Leadership Behavior On Employee 's Work Happiness - The Regulatory Role Of Family Support

Today, Our coutry is in the background of comprehensively deepen reform, transformational leadership has an important impact on the upgrade transformation of the enterprises, and as an effective leadership behavior, whether the transformational leadership has a positive effect on the employees’job well-being or not, which need the attention of scholars. Besides, the family support has an important effect on the employees’ job well-being and become the actual problem in the process of enterprise management. Therefore, this study investigates the effect of transformational leadership on the employees’ job well-being and the moderating effect of family support.With the employees of 28 enterprises in Nanjing, Suzhou, Wuxi, Changzhou and Nantong of Jiangsu Province as the research objects, this study collects the related data by using the methods of interview, questionnaire survey; this study uses SPSS16.0 and AMOS6.0 statistical methods, such as factor analysis, correlation analysis and hierarchical regression analysis, the research explores the effect of independent variable(transformational leadership) on dependent variables(job well-being) and see the family support as a moderator. This study mainly discusses the relationship among transformational leadership, family support and employees’ job well-being.Through the empirical analysis, this study arrives at these conclusions:Firstly, virtue demonstration, vision incentive and individualized consideration have an positive effect on employees’ job well-being significantly, but idealized influence has no positive effect on employees’ job well-being significantly. Secondly, the family support moderates the relationship between virtue demonstration and employees’ job well-being, that is to say, the positive effects of virtue demonstration posed on the employees’ job well-being can be strengthened by family support. Family support moderates the relationship between vision incentive and the employees’ job well-being, namely, the positive effects of vision incentive posed on the employee’s job well-being can be strengthened by family support. However, the family support can’t moderate the relationship between individualized consideration and the employees’job well-being and the relationship between the idealized influence and the employees’ job well-being.This study provides four suggestions for managers:Fristly, leaders should pay attention to the moral qualities; Secondly, leaders should use the organizational vision to motivate employees; Thirdly, leaders should use personalized care moves employees; Fourthly, the enterprises should held activities to strengthen interaction and communication between enterprise and employees’ family. This study summarizes the limitations of sample size and area, and then poins out the future research direction.