Effects Of Transformational Leadership On Employee Behavior

The current economic downturn pressures continue to increase, increasingly fierce market competition.In the "three overlay" the grim situation, the development of enterprises face more challenges.To break the siege of challenges, as the core competitiveness of enterprises, one of human resources, is particularly important.Especially how to give full play to their initiative, and enhance staff of the enterprise centripetal force, loyalty and satisfaction, and to encourage them to be more professional, more efficient, more happily to work, become the focus of attention of the academic community, but also become a corporate managers focus of the study.Related research shows that factors that influence employee behavior a lot, such as increased employee compensation and benefits, employee build smooth promotion channel and the like.But in fact, in addition to the above the more common factors, employee behavior more from internal demand, etc. are of interest and satisfaction.And whether or not pay attention to these needs of employees, business managers often depends on management style.In contrast, tend to change type style managers pay more attention to the needs of employees and their behaviors.Off The study also showed that transformational leadership influence employee behavior, and the impact of transformational leadership on how employee behavior, it is the content of this paper.Based on a review of the research results at home and abroad, explains the transformational leadership, psychological empowerment, employee behavior and other related theories.At the same time, the psychological empowerment as an intermediary variable, that "transformational leadership and employee behavior has a significant positive relationship", "transformational leadership and psychological empowerment have a significant positive relationship", "Psychological Empowerment and employee behavior has a significant positive relationship." "psychological empowerment between transformational leadership and employee behavior plays an intermediary role," four theoretical hypotheses.Choose a relatively mature, high reliability, can more accurately measure the three scales, which was directly integrated into the questionnaire.And then to the two different styles of the target company managers questionnaires, through the collected data were analyzed, the following conclusions:When the leader’s management style more consistent with transformational leadership style characteristics, employees demonstrate centripetal force, the level of corporate loyalty and satisfaction is higher, otherwise lower;meanwhile, the psychological empowerment of participation, so that transformational leadership behavior and employee relations closer.This conclusion tells us:In the enterprise management practice, managers should consciously move closer to transformational leadership, transformational leadership attaches great importance to the building, through wider psychological empowerment, so that employees have greater autonomy and discretion in their work, are engaged in perception significance of the work, impact, and more effectively motivate employee behavior to get more satisfaction and sense of accomplishment, more loyal to the enterprise, thus promoting the sustainable development of enterprises.Conclusions and Implications for the above, the paper proposes the five proposal: First, the moral should set an example, pool staff development consensus; the second is to develop the courage to play, led the staff and jointly develop force; third is to pay attention to emotionally staff, support staff personality development; Fourth, the ability to be jumped to encourage their employees to pursue benchmarking standard; Fifth, the management in place to authorize and inspire staff potential.