本文通过文献研究、专业访谈等研究方法,构建了领导风格与组织人才集聚力关系的假设模型,编制出研究测量工具,并运用这套工具展开了实证调查研究。根据调研结果,对中国文化背景下不同类型的领导风格(变革型领导、交易型领导和放任型领导)对于组织人才集聚力的影响性进行了分析,并在此基础上系统性地提出组织人才集聚力提升的对策建议。 Through literature research, professional interviews and other research methods, this paper constructs a hypothetical model of the relationship between leadership style and organizational cohesion, and then develops a survey and measurement tool, and uses this tool to conduct an empirical investigation. According to the research results, the influence of different types of leadership styles (transformational leadership, transactional leadership and laissez-faire leadership) on organizational cohesion in China’s cultural context is analyzed, and on the basis of that analysis, organizational talents Countermeasures to enhance cohesion.