With the intensified competition in the world¡¦s economy, the globalization of business has become the only way to ensure its growth. At the same time, expatriates actually play a very important role. Moreover, as global operations increase, so does the emphasis on adaptability outside the home country for expatriates. Experience has indicated that the problem of adaptability for expatriates is Work-Family Conflict. The fact reveals the important of research on expatriate¡¦s leadership and effectiveness.
Over the last decade and a half, transformational leadership with its emphasis on vision, development of the individual empowerment and challenging traditional assumptions has become a popular model of leadership in business organizations. It means that transformational leadership in organizational settings has undergone a significant evolution in terms of both theory development and empirical investigations. In the area of transformational leadership, much attention has been given to Bass and Avolio¡¦s research. Bass and Avolio proposed that transformational leadership comprises four dimensions ¡V the ¡§Four I¡¦s¡¨ ¡G1.Charismatic Leadership 2.Inspirational Motivation 3.Intellectural Stimulation 4.Individualized Consideration. Transformational leadership is different from the traditional command-and-control approach (transactional leadership). Transactional leadership is based on bureaucratic authority and legitimacy within the organization. Transactional leaders emphasize work standards and task-oriented goals. In addition, Transactional leaders tend to focus on task completion and employee compliance, and these leaders rely quite heavily on organizational rewards and punishments to influence employee performance. On the other hand, transformational leaders motivate followers by appealing to higher ideals and moral values. Transformational leaders must be able to define and articulate a vision for their organizations, and the followers must accept the credibility of the leader. In the managerial practices, a transformational leader must: 1.Setting a good personal example, move quick and decisively. 2.Develop and communicate a vision and a plan. 3.Releasing the potential of everyone involved in the change to help them to rise to the challenge. 4.Create productive working conditions, provide employees continuous skill development and encourage them rapid learning and adaptation.
Another important article of organizational behavior is organizational commitment. Organizational commitment has been seen as one of the most important variables in the study of management and organizational behavior in the last three decades. One of the key reasons is that organizational commitment is highly correlated with turnover intentions, which have an important effect on employees¡¦ behaviors. Therefore, both organizational commitment and turnover intentions are important employee attitudes in maintaining a productive workforce.
In addition, many researches have indicated that job satisfaction and organizational commitment are all significant correlates of organizational citizenship behavior. Today¡¦s competitive business environment demands employees who are good citizens- individuals willing to extend themselves to help coworkers and their employers. Organizational citizenship behavior is expressed in actions that show an unselfish concern for the welfare of others. A recent study found that the extent to which employees engage in ¡§good organizational citizenship behavior¡¨ is just as important as their productivity in advancing their careers. Good behavior includes: 1.altruism 2.courtesy 3.civic virtue.
In this study, we use transformational leadership as independent variables, organizational commitment as intermediate variables and organizational citizenship behavior as dependent variables. The purpose of this research is mainly to find out the relationship and difference among transformational leadership, organizational commitment and organizational citizenship behavior. Using a sample of multinational companies who have subsidiaries operating in Taiwan, we test a set of hypotheses among the variables. Then, the effective questionnaires have been analyzed by factor analysis, descriptive statistics, analysis of variance, and Pearson correlation.
The results of this research indicated that:
1. Individual variables do have significant difference on transformational leadership, organizational commitment and organizational citizenship behavior.
2. Transformational leadership has positive relation with organizational commitment.
3. Transformational leadership has positive relation with organizational citizenship behavior.
4. Organizational commitment has positive relation with organizational citizenship behavior.
5. Transformational leadership and organizational commitment have positive relation with organizational citizenship behavior. The organizational commitment is the important key to enhance the positive relation between transformational leadership and organizational citizenship behavior.
According to the results, some suggestions are made for both industries and further researchers in this field.
1. To the industries:
Leaders must emphasize the transformational leadership¡¦s skill, in order to increase employees¡¦ organizational commitment and present organizational citizenship behavior.
2. To the further researchers:
¡]1¡^To research the relationship between ethics and transformational leadership.
¡]2¡^To research the relationship and difference of cross-culture among transformational leadership, organizational commitment and organizational citizenship behavior.
Key word: Expatriate, Transformational Leadership, Organizational Commitment, Organizational Citizenship Behavior.
| Identifer | oai:union.ndltd.org:NSYSU/oai:NSYSU:etd-0201101-153856 |
| Date | 01 February 2001 |
| Creators | FU, SU-YUNG |
| Contributors | none, none, NONE |
| Publisher | NSYSU |
| Source Sets | NSYSU Electronic Thesis and Dissertation Archive |
| Language | Cholon |
| Detected Language | English |
| Type | text |
| Format | application/pdf |
| Source | http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0201101-153856 |
| Rights | unrestricted, Copyright information available at source archive |
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