The Effect Of Transformational Leadership On Employee Silence

With the rapid development of information technology, we have entered the era of knowledge economy, it is undisputed knowledge to create value, and the core competitiveness of enterprises has shifted from tangible physical capital to intangible intellectual capital. As tangible knowledge carrier, people able to master and apply knowledge to create value for the enterprise,and therefore human resources become the most valuable asset. How to maximize the development of human resources, stimulate their enthusiasm, initiative and creativity, thus make them join in the tasks of help enterprises growth and development, it become a problem enterprise concern. However, the survey shows that it has become common phenomenon that employees intentionally conceal their suggestions for organization improvement, influenced by traditional Chinese culture, the Chinese enterprises are more likely to breed silence behavior, silence behavior of employees will have serious negative consequences, whether on their own or corporate. Therefore, this study will conduct employee silence as a research focus.Based on the existing research literature review and summary, this study from the perspective of psychological capital to explore the mechanism of transformational leadership and employee silent behavior, build the theoretical model of transformational leadership- psychological capital-employee silent behavior, and made organizational context characterized by procedural justice as the moderator. This study used questionnaire survey method, we modify the domestic and foreign mature scale appropriately, and our questionnaire consists of four parts: transformational leadership, silent behavior, psychological capital, procedural justice questionnaire, through on-site surveys, mail distribution, and network distribution, then screen questionnaires we get, finally, we get 175 valid questionnaires, we analysis data by using statistical analysis software SPSS16.0 and AMOS18.0, through reliability analysis, validity analysis, descriptive statistics, correlation and regression analysis, the theoretical model and research hypotheses were tested.Research results showed that:(1) Transformational Leadership has a negative effect on defensive silence, receded silence, avoidsive silence behavior.(2) Transformational leadership has a positive effect on employee psychological capital.(3) Psychological Capital has a negative effect on defensive silence, receded silence, avoidsive silence, prosaically silence behavior.(4)Psychological capital plays a mediator role between the transformational leadership and employee defensive silence, receded silence, avoidsive silence behavior.(5) Procedural justice plays a moderator role between transformational leadership and employee psychological capital. Through the conclusions of this study, we hope to cause managers concern about the problem of employee silence behavior, and provide some inspiration for management practices.