Abstract:

The present study unpacked the black box of underlying mechanism of transformational leadership influences on employees’ job performance and job satisfaction. The participants were 426 employees and managers from many industries (such as government, manufacturing, banking, etc.). SPSS13.0 and Lisrel 8.7 are adopted to perform a series of statistical analysis, including reliability analysis、Confirmative Factor Analysis(CFA)、correlation analysis as well as hierarchical linear regression analysis. Especially, we followed Wen, Zhang and Hou (2006)’s procedures and tested the mediated moderation effect. The results showed that: (1) The relationship between transformational leadership and job performance、job satisfaction are both partially mediated by self-efficacy, after controlling for variables such as age, gender, and organization tenure; (2) As a moderator, core job characteristics strengthened the positive relation between transformational leadership and job performance. Such moderation effect was mediated by the self-efficacy of employees. At the end of this study, the theory contribution and practical implications of this research were discussed.

Key words: Transformational Leadership, Self-Efficacy, Core Job Characteristics

摘要：

本文通过对426名在职人员的调查，探讨了变革型领导对工作绩效与满意度的影响机制。最后采用SPSS 13.0和Lisrel 8.7 对数据进行多层级线性回归分析，并依据温忠麟等（2006）的统计步骤分析了有中介的调节作用，得到如下结果：（1）在控制了年龄、性别与任职年限之后，自我效能在变革型领导与工作绩效、工作满意度之间都起部分中介作用；（2）核心工作特征在变革型领导与工作绩效之间起调节作用，调节作用需要通过自我效能作为中介变量。文章最后讨论了本研究的理论和实践意义。

关键词: 变革型领导, 自我效能, 核心工作特征