Research On The Impact On Transformational Leadership And Employees’ Pro-Social Rule Breaking

In the domain of organizational behavior. members who violated organization’s regulatory framework will be recognized as the work deviant behavior. For a long time period, most of the research of employees’ deviant behaviors done by scholars mainly focus on the destructive effect and self-profit motivation of those behaviors. However, Employees may carry out deviant behaviors due to pro-social motivation. Since the concept of PSRB was raised by Morrison, the domestic scholars still are not able to completely study this concept on neither the theoretical level nor the practical level. It is still necessary to verify the existing conclusions under different cultural background, and there is still a need to continue on enriching the research on the variables of causes and consequences of the PSRB.Our country’s service industry is facing the challenges of improving service quality and innovating new business style. Employees’ PSRB will show its special meaning by the purposes of improving efficiency and serving for the customers. therefore, this article is going to carry out the research in China’s service industry. We are going to use the transformational leadership as the PSRB’s antecedent variables in our research, and study on the mediating effect of the impact relation by psychological empowerment such that the research of PSRB’s antecedent variables and its mechanism of actions under various cultural background could be enriched.This article is going to use the method of literature research and questionnaire survey, meanwhile, we use AMOS and SPSS 16.0 to handle data statistically. Finally, this paper has verified feasibility of PSRB scale under different cultural background, and draw the following conclusions:Transformational leadership has positive impact on the PSRB; Psychological empowerment has positive impact on the PSRB while the efficacy dimension has no impact on PSRB; Psychological empowerment shows a mediating effect between transformational leadership and PSRB, yet, different perspectives of psychological empowerment brings different consequences of impact in PSRB-Work meaning plays a completely mediating role between each perspective of transformational leadership and employees’ PSRB; Impact plays partial mediating role in transformational leadership and Efficacy-focused rule breaking, same does between transformational leadership and colleague-focused rule breaking. Impact shows no mediating role in transformational leadership and customer-focused rule breaking. Self-determination plays a completely mediating role in transformational leadership and efficiency-focused and colleague-focused PSRB respectively. Self-determination plays partial mediating effect between transformational leadership and customer-focused PSRB.