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Is transformational leadership always good for employee task performance?Examining curvilinear and moderated relationships

机译:变革型领导是否总是对员工的任务绩效有好处?检查曲线和缓和的关系

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摘要

Transformational leadership,generally considered as a desirable leadership style,has positive effects on various performance outcomes of employees;however,its productivity has been called into question because of a relative neglect of its negative aspects.Addressing this gap,an attempt at rethinking the relationship between transformational leadership and employee performance is important.The paradoxical perspective indicates that conflicting positive and negative effects of transformational leadership can coexist,which provides possibility and rationality for thorough consideration of employees''task performance influenced by transformational leaders.Integrating the principle of diminishing marginal utility and the"Too-Much-of-a-Good-Thing(TMGF)"effect,this research explores an inverted U-shaped relationship between transformational leadership and employee task performance.Furthermore,applying social cognitive theory,we assume an employee''s proactive personality moderates the curvilinear influence of transformational leadership on employees''task performance.As expected,results from a study of data from 209 supervisorsubordinate relationships from China showed that the inverted U-shaped relationship between transformational leadership and employees''task performance was moderated by employees''proactive personality.Theoretical and practical implications are discussed.
机译:变革型领导通常被认为是一种理想的领导方式,它对员工的各种绩效产生积极影响;然而,由于相对地忽视了它的消极方面,它的生产力受到了质疑。解决这一差距,尝试重新思考这种关系矛盾的观点表明,变革型领导的正负作用可以并存,这为彻底考虑变革型领导影响员工的工作绩效提供了可能性和合理性。整合边际递减原则效用和“太多事情”的效果,本研究探索了变革型领导与员工任务绩效之间的倒U型关系。此外,应用社会认知理论,我们假设员工积极进取的人格减缓弯曲正如预期的那样,对中国209位主管下属关系数据的研究表明,变革型领导与员工任务绩效之间的倒U型关系受员工的调节。积极主动的人格。理论和实践意义进行了讨论。

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