Relationship Between Transformational Leadership Empowerment And Job Involvement

Talent is a magic weapon to win the competition, how to make good use of the company’s talented person, to maximize their talents to create value for the enterprise, managers have been looking for answers, which have to mention the level of job involvement of employees, the level of involvement in the workplace directly determines the performance of employees, affecting the performance of enterprises, and the sustained development of enterprises. In the late20th century, with the rise of positive psychology and organizational behavior, people began to focus on positive behavior of employees, such as job involvement, and to explore the factors that influence a positive behavior. The job involvement relationship with the employee’s work style aroused the concern of scholars, scholars looking for a leadership style to improve the level of employee engagement, transformational leadership is a hot in leadership theory, it have a positive impact on the staff attitude and behavior, the paper reviewed a lot of literature, and selected transformational leadership and job involvement. In order to better reveal the relationship between the two, this paper also introduces the mediating variables-psychological empowerment, to analyze the specific relationship between the three, a clear mechanism of action between variables. In addition, the new generation of employees are considered difficult to manage, due to the differences in their upbringing and values with the previous generation, their performance is not satisfactory in the workplace, which leadership style they like and how is their job involvement, so the paper selecte this new generation as the survey sample, to explore the relationship between transformational leadership, psychological empowerment, job involvement.This paper consists of five parts. The first part is the introduction, which describes the background, significance, definition, research methods and structural framework, and concludes the innovation of this paper. The second part is a literature review, in combing the extensive literature on the basis of domestic and international, first introduced the concept of transformational leadership, psychological empowerment and work involvement, the dimension divisions, measurement, relevant studies; secondly, combing the relationship between transformational leadership, psychological empowerment and work involvement between any two; Finally, a brief commentary. The third part is the study design, this section includes research model and hypotheses, the scales, focusing on the put forward of research hypotheses. The fourth part is the data analysis and hypothesis testing. In this section, make use of SPSS17.0to analyze sample data collected, analyzed the sample structure; tested the transformational leadership, psychological empowerment and job involvement reliability of the three scales, using factor analysis to examine the validity of the scale, the results show three scales have good reliability and validity; Transformational leadership, psychological empowerment and work engagement were descriptive statistics, understand the general situation of the three variables; Finally make use of Pearson method of transformational leadership, psychological empowerment and job involvement and its dimensions the correlation analysis, linear regression analysis on the basis of correlation of the three variables regression analysis to determine the specific relationship between the three, and examine the mediating effect, verify the hypothesis of this paper. The fifth part of research findings and management recommendations, this section on the basis of the fourth part describes the conclusions of this study, and gives specific management recommendations, finally pointed out the inadequacies and prospects of this article.The main conclusions and innovation of this paper are the following:Firstly, verify the relationship between transformational leadership, psychological empowerment and job involvement. Transformational leadership and psychological empowerment positively correlated, but transformational leadership and self-efficacy is not relevant;transformational leadership and work engagement also showed a positive correlation; psychological empowerment and job involvement is positively correlated, and "work meaning"is the greatest dimension of work engagement. Psychological empowerment and each dimension plays a partial mediating effect between transformational leadership and job involvement.Secondly, reveals the transformational leadership on job involvement has the function of intermediary mechanism.The paper construct a "Transformational leadershipâ†'psychological empowermentâ†'work engagement" model, which reveals the mechanism of the influence of transformational leadership on work engagement, enriched the theory, complements previous studies, but also for managers to improve employees’ work provides a reference, to help companies make better use of human resources, and promote the development of enterprises.Thirdly, find the new perspective. In this paper, the new generation of employees as a starting point to explore the relationship between "transformational leadership, psychological empowerment, job involvement" between the three, reveals the conditions and factors of the new generation, to explore a suitable leader style to improve the work of them, and promote the healthy development of enterprises.