The Relationship between Servant Leadership and Organizational Commitment, Work Performance
|Keywords||Service-oriented leadership Organizational commitment Organizational trust Job performance|
2010 Foxconn employees jumping events show that foreign-funded enterprises in China faced a great crisis in the HR . Korean enterprises in order to avoid such a crisis , the need to adopt a new management model and leadership style . That foreign-funded enterprises in the end need the kind of leadership ? How to manage 80 , 90 after this new generation of employees ? Himself starting from these questions to find answers to servant leadership theory . Not only academia, enterprise's own service leadership attention is also on the rise . For example, in the training program of the United States , 3M, Intel , HP , and many enterprises have about servant leadership seminar . \Servant leadership (servant leadership) is a combination of two relative concept of servant leader , intended to help members grow , of organizational teamwork (team work) and the Community of the leadership . Greenleaf (1970) that the servant leadership is to focus on service to others , as a priority to the interests of employees, customers and groups , in order to meet the needs of others while active devotion leadership . In China , there are many studies that explore the impact of servant leadership on employees , but the leadership of the service-oriented organizational commitment and job performance is not common . In this study, a review by previous studies literature servant leadership , organizational trust , organizational commitment, and job performance theory , established on the basis of the basic framework of the study . Then conducted a questionnaire survey of 280 Korean enterprises employees and managers , descriptive analysis , correlation analysis , validity analysis and regression analysis , statistical methods, to draw the following conclusions : ( 1) servant leadership and organizational commitment has a positive correlation . ( 2 ) The organization is committed to having a positive relationship with job performance . ( 3) organizational trust regulatory role between servant leadership and organizational commitment . (4 ) Organizational commitment plays an intermediary role between servant leadership and job performance .