Research On The Effects On Leadership Of Transformational And Personal-organization Fit On Employees’ Behavior

The 21st century is the era of a knowledge-based economy, with the development of economy and society, the organization’s internal environment has become increasingly complex. Because of the financial crisis, national economies become sluggish, and in the fierce competition innovation has become the key to survive. Because human are the carrier of knowledge, employees play an important role in the organization. Employee’s innovation became the key to survival and development of the organization. How to improve employee innovation has been the focus of everyone’s attention. Leadership as a link between employees and organizations has impact on employee attitudes and behavior. The leadership of transformational plays an essential role to enhance organizational performance and employee innovation. Individual-organization fit can affect the employee’s work attitude, enhance loyalty to the company, and create the organizational environment and personal environment for employees to innovate. How to achieve individual-organization fit has been the focus of everyone’s attention. Accordingly, in this paper, organizational commitment and job involvement is an intermediary. This paper empirically study transformational leadership and personal-organization fit make employee innovation.First, This paper summarizes the research of scholars associated transformational leadership, employee innovation, person-organization fit, job engagement and organizational commitment concepts and dimensions; secondly, this paper sums up the relationship between the variables by domestic and foreign scholars’studies and made 8 assumptions; finally, on the basis of theoretical research, this paper chose the maturity scale by domestic and foreign scholars open up and use the questionnaire method to obtain the relevant micro-data and to make empirical research.Firstly, towards descriptive analysis, sample properties are studied; secondly, through reliability and validity checks, to ensure the findings convincing; again, by correlation analysis, examined the relationship between variables. The core of the empirical studies is that transformational leadership and personal-organization fit how to effect on employee innovation, and organizational commitment and job engagement whether play intermediary role. The results showed that transformational leadership and person-organizational fit have a significant positive impact on employee innovation. Organizational commitment fully mediates in transformational leadership and employee innovation. Job engagement fully mediates in person-organizational fit and employee innovative.