中国情境下变革型领导与绩效关系的Meta分析  

A Meta-Analytic Review of Literature on the Relationship between Transformational Leadership and Performance in the Context of China

作　　者：陈春花[1] 苏涛[1] 王杏珊[1] 

机构地区：[1]华南理工大学工商管理学院

出　　处：《管理学报》2016年第8期1174-1183,共10页Chinese Journal of Management

基　　金：教育部人文社会科学研究规划基金资助项目(11YJA630004);中央高校基金科研业务费资助项目(X2gsD2117810)

摘　　要：基于包含426个效应值、26 092个独立样本,总样本量达1 01 358个的117篇独立实证文献进行了Meta分析。研究结果表明,相对于西方情境,变革型领导在中国情境下能带来更高的绩效;中国情境下变革型领导对员工个体绩效(任务、关系、创新绩效)、团队绩效、组织绩效均有显著的促进作用,且促进作用均大于西方情境,但对不同类型个体绩效促进作用的强弱排序与西方情境不一致;情境因素(组织属性、领导层次、地区属性)和测量因素(数据属性、测量工具、同源偏差程度)能够显著调节变革型领导与个体绩效的关系,但调节强度与西方情境也有所不同。研究结果可让中国情境下变革型领导与绩效的相关性研究获得阶段性定论。Based on the meta-anal zes, 26092 independent samples and a ysis of 117 independent empirical papers including 426 effect si total capacity of 101 358 samples, this article shows that trans formational leadership can bring higher performance in the context of China. Transformational leader- ship significantly promotes not only employees＇ individual performance, including task, contextual and innovative performance, but also team and organizational performance. These promotive effects are all stronger than those in the context of western countries. Whereas, the sorting order of promo- tive effects are inconsistent in these two contexts. Contextual factors （including organizational attri- bution, leader level, regional attribute and publication status） and measurement factors （including da ta attribute, measurement tool and degree of common method bias）, acting as mediators, can signifi cantly adjust the relationship between transformational leadership and employees＇ individual perform- ance. However, the moderating effect is different from that in Western context. The result of this ar- ticle can draw a periodical conclusion on the relationship between transformational leadership and per- formance in Chinese context.

关 键 词：变革型领导 绩效 META分析 调节效应 

分 类 号：C93[经济管理—管理学]