The Effect Of Transformational Leadership Behavior On Employees’ Job Involvement:the Mediating Effect Of Organizational Identification

In today’s social environment, enterprise competition is fierce, the good management problem of enterprise has become an important issue in the field of human resource management. Previous researchers mostly focus on the employees’ negative behavior such as job burnout and turnover intention, which causes negative effects to the enterprise. But in recent years, positive psychology gradually into people’s horizons, scholars have found that employees’ Job Involvement was a positive work attitude that has a great effect on the enterprise. To sort the domestic and foreign scholars’related research about the employees Job Involvement, found that leadership style is a factor impact on employees’job involvement behavior that not allow to ignore. Some research results show that transformational leadership behavior directly impact on employees’job involvement; There are also some studies suggest that transformational leadership behavior and employees’job involvement is related, but it’s influence on employees’job involvement is not directly, which works indirectly through some organizational factors(e.g., organizational identification, organizational support, organizational commitment, etc.). So testing whether the organizational identification plays a peculiar role between the transformational leadership behavior and employees’ job involvement is the focus of this study.Based on consulting and organizing literatures, exploring the relationship and effects between transformational leadership behavior, organizational identification and the employee’s job involvement, then by the transformational leadership behavior as the independent variable, employees’ job involvement as the dependent variable, organizational identification as intermediary variables, and then discusses the mediating effect of organizational identification. This research mainly adopts questionnaire survey, by the enterprise staff as the object of investigation, issuing Questionnaires 700, recycling questionnaires 614, excluding questionnaires 53 of filling out, and finally collecting valid questionnaires 561. By spss16.0 statistical software to carry on the descriptive statistics analysis, analysis of variance, correlation analysis, regression analysis and so on to process the data, then come to the following conclusions that:(1)The transformational leadership behavior, organizational identification and employees’job involvement in demographic variables is different.(2)There is a significant correlation between the transformational leadership behavior, organizational identification and employees’job involvement.(3)The transformational leadership behavior has a positive effect on employees’job involvement.(4)The organizational identification has a positive effect on employees’ job involvement.(5)The transformational leadership behavior has a positive effect on organizational identification.(6)Organizational identification plays an intermediary role between the transformational leadership behavior and employees’job involvement.Combining the conclusion of this research, then put forward some advice about how to improve employees’job involvement. Finally, summarizing the deficiency of this research and presenting some outlook to the direction of the future research.