变革型领导行为与员工任务绩效——基于四个维度视角的实证研究  

Transformational Leadership and Employees' Task Performance: An Empirical Research from a Four-Dimension Perspective

作　　者：高其勋[1] 冯秋龙[1] 

机构地区：[1]燕山大学经济管理学院,秦皇岛066004

出　　处：《企业活力》2012年第11期62-66,共5页Enterprise Vitality

摘　　要：近十几年来,变革型领导理论成为领导理论研究的重点,虽然目前关于变革型领导行为的研究成果颇丰,但对其四个维度的深入研究却比较匮乏。实际上,其四个维度对员工的任务绩效可能会产生不同程度甚至不同方向的影响。因此,分维度来研究变革型领导行为对员工任务绩效的影响很有必要。利用3家河北省企业的样本数据验证研究假设发现,理想化影响、智力激发、个性化关怀与员工任务绩效均显著正相关,鼓舞性激励与员工任务绩效不相关。另外发现,理想化影响和智力激发与员工任务绩效的相关性比诸个性化关怀与之的相关性更显著。For nearly twenty years, the transformational leadership has been the focus of leadership theory research. Given the fact that research on transformational leadership focuses less on four dimensions of the transformational leadership, this article intends to contribute the theory development. We have proposed four hypotheses and tested them by regression analysis on sample in three companies of Hebei province. The empirical results show that idealized influence, intellectual stimulation and individualized consideration are positively correlated with employees＇ task performance, and inspirational motivation has no significantly positive effect on employees＇ task performance. It has also revealed that idealized influence and intellectual stimulation＇s effect on employees＇ task performance is more significant than individualized consideration.

关 键 词：变革型领导 任务绩效 理想化影响 智力激发 鼓舞性激发 

分 类 号：C93[经济管理—管理学]