Research On The Relationship Among Authentic Leadership、Organization Justice&Employee’s Behavior Intention With Conflict-Dealing

Based on the attention of the inharmonious and the imbalance phenomena of employees’ physically and mentally healthy in the tourism enterprise management,the ethical leadership, including authentic leadership get the attention from more and more scholars, in order to restore the leader’s moral direction and personal charm, to restore the employees’ confidence and hope to the enterprise, to ease the crisis of confidence and potential conflict between employees and supervisor, and to guide the employees’ positive organizational behavior.This study will take the tourist hotel located in Changsha as an example. And the purpose of this study is to investigate the impact relationship from the authentic leadership to the staff’s behavioral intention dealing with conflict. And this paper try to introduce the employee’s organizational justice perception as a intervening variable,then verifies the causal relationship between the three core elements.Firstly, this paper give literature review on the three aspects of authentic leadership, conflict management theory, justice and organizational justice respectively, then defining the relevant concepts, combing the related conclusion. In this way,this paper laid a theoretical foundation for the later research.Then this study put forward the measuring dimensions of the three core variables,which are named as the authentic leadership, organizational justice and employees conflict handling behavior intention respectively, then make sure the research hypothesis from H1 to H3, making scale design and setting the research model.In the questionnaire survey, this study has experienced the two rounds of process and reliability analysis of preliminary research and formal research, and give the validity test for the measurement structure.In the process of causal analysis, by using the statistical software Spss17.0 and Amos20.0,give the correlation analysis, regression analysis and path analysis among the three groups of variables respectively, then make the final inspection of study assumes as following :(1)The employee’ s perception of authentic leadership has a significant influence on the employees’ behavioral intention with conflict dealing.So we accept hypothesis1.And the employee’s perception of authentic leadership have varying degrees of positive influence on the employee’s five different behavioral intentions dealing with conflict, such as integration, obliging, compromising, avoiding and competition respectively. So we accept hypothesis 1.1-1.3,and refuse hypothesis 1.4-1.5.(2)The employee’ s perception of authentic leadership has a significant influence on employees’ perception of organizational justice. So we accept hypothesis 2.And the employee’s perception of authentic leadership have varying degrees of positive influence on the employee’s three different organizational justice perception dimensions, such as distributive justice, procedural justice and interactive justice respectively. So we accept hypothesis 2.1-2.3.(3)The employee’ s perception of organizational justice has a significant influence on the employees’ integration behavioral intention with conflict dealing.So we accept hypothesis 3.And the employee’s perception of organizational justice has varying degrees of positive influence on the employee’s five different behavioral intentions dealing with conflict, such as integration, obliging, compromising, avoiding and competition respectively.So we accept hypothesis 3.1-3.5.Then the further discussion of conclusion in this paper pointed out several important views as following :(1)The overall perception of authentic leadership has a high positive correlation with the employee’s integration intention in conflict dealing.In the four dimensions of the authentic leadership, the perception of the dimension named information balance processing has the highest positive correlation with employee’s integration behavior intention in conflict dealing.(2) The overall perception of authentic leadership has a high positive influence on the employee’s organizational justice perception, and has a high positive influence on the three dimensions of the employee’s organizational justice perception,such as distributive justice, procedural justice and interactive justice respectively, especially the self-awareness dimension of the authentic leadership has the strongest positive influence on the organizational justice perception, and the same on each dimension of the organizational justice perception.(3) Organizational justice is the intermediary variable between influencing path from the authentic leadership to employee’s behavioral intention in conflict dealing.Specially, the authentic leadership has a negative direct influence on the employee s competition intention in conflict handling, but has a significant indirect positive effect by organizational justice. And the positive path from the organizational justice perception to the employee’s competition behavioral intention in conflict dealing is the highest when comparing with the other conflict dealing behavioral intentions.Finally, based on the empirical test results, this research put forward three strategies to improve employees’ organizational behavior:(1)Attaches great importance to the balance of information balance and integration, so we can make a contribution to the employee’s integration behavior;(2)Attaches great importance to assimilation of core ideas, so we can enhance the employee’s organizational justice perception;(3)Attaches great importance to the fair atmosphere of our organization, so we can guide staff reasonable competition.The limitation of this study is mainly represented as that there are three aspects need to be improved, such as the sample representativeness, the applicability of the scale and comprehensive analysis. We will improve the scale design, sampling investigation and empirical analysis in the follow-up study.