Dissertation Submitted to
Hebei GEO University
for
The Master Degree of
Business Administration
Research on the Effect of the Transformational Leadership on
Employee Engagement
--Taking traditional retail companies in Y District, HD City, HB
Province as an example
by
Zhang Zhao
Supervisor: Prof. Gao Yan
Associate Supervisor. Hu Deren
December 2021

摘
要
企业员工的敬业度对企业绩效有显著影响，具有敬业精神的员工能为企业带来更
好的发展。然而，只有员工敬业的工作是不够的，企业发展还需要有领导正确的指引，
需要领导与员工之间融洽的工作关系。在众多的领导风格中，变革型领导风格作为新
型的领导类型，备受员工的欢迎。从以往研究来看，变革型领导风格能够有效的提高
员工敬业度，从而带给企业更高的业绩。但是在复杂多变的工作环境中，员工可能存
在内心焦虑和不安，对领导和企业产生不信任的感觉，导致其难以产生敬业行为。而
组织信任作为一种积极的心理认知，能够减少员工内心的焦虑和不安情绪，产生对企
业的信任感。通过回顾文献发现，虽然变革型领导风格理论和敬业度理论在不断的完
善，但目前还没有一项研究将变革型领导风格、组织信任和敬业度联系在一起，尤其
缺少实证方面的研究。
本研究将 HB省 HD市 Y区传统零售企业包括超市、购物中心和家居建材商场的
员工作为此次的研究对象，对其进行问卷调查，共搜集了 204份有效数据。运用统计
分析软件 SPSS24.0和建模软件 AMOS25.0对所回收的问卷数据进行分析处理后，总
结出：（1）变革型领导风格对员工敬业度具有积极影响，但其中愿景激励维度对员
工敬业度不具有积极影响；（2）变革型领导风格对组织信任具有积极影响，但其中
愿景激励维度对组织信任不具有积极影响；（ 3）组织信任对员工敬业度具有积极影
响；（4）组织信任在变革型领导风格与员工敬业度之间起到了中介作用。
本研究探讨并验证了变革型领导对员工敬业度的影响关系，建立了变革型领导风
格、组织信任和员工敬业度三者之间的结构方程模型，丰富了与之相应的理论，并为
传统零售企业的管理实践提供了相应建议。
关键词：变革型领导风格敬业度组织信任传统零售企业
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ABSTRACT
The dedication of enterprise employees has a significant impact on enterprise
performance. Employees with professionalism can bring better development to the
enterprise. However, it is not enough for employees to work hard. The development of a
company also requires the correct guidance of the leader and a harmonious working
relationship between the leader and the employees. Among the many leadership styles,
transformational leadership style as a new type of leadership is welcomed by employees.
From previous studies, the transformational leadership style can effectively improve
employee engagement, and bringing higher performance to the enterprise. However, in a
complex and changeable working environment, employees may have a sense of inner
anxiety and distrust of the leader and the company, making it difficult for them to produce
professional dedication. Organizational trust, as a positive psychological cognition, can
reduce the anxiety and generate a sense of trust in the company. Through reviewing the
literature, it is found that although the theory of transformational leadership style and
engagement theory are constantly improving. But there is no research linking
transformational leadership style, organizational trust and engagement together. The
previous studies are lack of empirical research.
In this study, the employees of traditional retail enterprises including supermarkets,
shopping centers and home building materials stores in Y District, HD City, HB Province
were selected as the research objects. A total of 204 valid data were collected through
questionnaire survey. After analyzing the collected questionnaire data using statistical
analysis software SPSS24.0 and modeling software AMOS25.0, it is concluded that: (1)
The transformational leadership style has a positive impact on employee engagement, but
the vision incentive dimension does not have a positive impact on employee engagement;
(2) The transformational leadership style has a positive impact on organizational trust, but
the vision incentive dimension does not have a positive impact on organizational trust; (3)
Organizational trust has a positive impact on employee engagement; (4) Organizational
trust plays a negotiating role between employee engagement and transformational
leadership style .
This research explores and verifies the influence of transformational leadership on
employee engagement. Established a structural equation model between transformational
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