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采用实证研究的方法分析中国和韩国企业的领导风格及组织承诺之间关系的差异。在中韩两国发放600份问卷进行实证分析,得到以下结论:中国和韩国比较时,中国相当于高个人主义国家,韩国相当于高集体主义国家。在中国和韩国,交易型领导和变革型领导都可以提升员工的组织承诺。但是,在中国,交易型领导对下属组织承诺的影响比变革型领导更大,交易型领导比变革型领导更能够获得员工的组织承诺。在韩国,变革型领导对下属组织承诺的影响比交易型领导更大,变革型领导比交易型领导更能获得员工的组织承诺。这个研究结论的意义是:在高个人主义的国家(文化)宜采用交易型领导,在高集体主义的国家(文化)宜采用变革型领导。
Empirical studies are used to analyze the differences between Chinese and Korean companies in their leadership style and organizational commitment. China and South Korea issued 600 questionnaires for empirical analysis, the following conclusions: China and South Korea compared to the equivalent of high-individualist countries, South Korea is equivalent to high-collectivist countries. In both China and South Korea, transactional leadership and transformational leadership can enhance the organizational commitment of employees. However, in China, the impact of transactional leadership on subordinate organizational commitment is greater than that of transformative leadership, and transactional leadership is more likely to receive organizational commitment from employees than transformative leadership. In South Korea, transformational leadership has a greater impact on subordinate organizational commitments than transactional leadership, which is more likely to get organizational commitment from employees than transacting leadership. The significance of this research conclusion is that it is appropriate to adopt transactional leadership in a highly individualized country (culture) and transformational leadership in a highly collectivist country (culture).