Transformational Leadership, Team Learning And Team Performance:Model And Mechanism

To better adapt to the volatility of environment and complexity of tasks, the working mode of team arises. Team is used to complete complex tasks, and keep its flexibility to cope unpredicted environment change, which has become an important way of dealing with the changing environment. High-performance team has become the key of improving productivity and organization’s success.Among the factors that affect team performance, team learning is considered as an important way of improving organizational performance. Several researches show that team learning can not only directly affect team performance, but also organizational innovation and organizational performance. Nevertheless, the improvement of team learning and team performance is not spontaneous, and it needs the management and encouragement from team leaders, to reinforce team learning, then improve team performance. So, what kind of leadership the team leader should take, to effectively arouse the enthusiasm of team members, encourage them to keep learning, and improve team performance to adapt to the change of internal and external environment, and these are the focuses of current theoretical and business fields. As the most valuable leadership behavior at present time, how transformational leadership exerts influence on team learning and team performance has become an important issue and hotspot of present management fields.Over viewing the related researches at home and abroad, it is observed that more and more scholars begin to pay attention to the fields of team, and elaborate the concepts, dimensions, influence factors of leadership behavior, team learning and team performance from different prospectives, which lay the theoretical foundation for deep research on transformational leadership, team learning and team performance. But on the whole, there are still some shortages in existing researches:①The definitions of transformational leadership, team learning and team performance are still not clear. Although scholars at home and abroad have defined these three respectively, the concepts are from different aspects, and it still lack a comprehensive and authoritative definition.②The research on the relationship among transformational leadership, team learning and team performance is very little, and there are more researches discussing the relationship between two of the three variables, rarely taking team learning as the mediating variable between transformational leadership and team learning.③Little research includes the moderating variables between transformational leadership and team learning or between team learning and team performance, much less the effect of the moderating variables.④there are more existing works conducted from the variable level, and failed to refine to the dimension level to explore the impact mechanism among transformational leadership, team learning and team performance under the effect of moderating variables. So, how to scientifically define transformational leadership, team learning and team performance, how to determine their key influencing factors, and how to study the relationship and impact mechanism among transformational leadership, team learning and team performance, these issue has become the scientific problems that this article try to research and solve.Based on these and the research achievements about transformational leadership, team learning and team performance, this paper tries to construct the relationship model of transformational leadership, team learning and team performance, tests this model with Structured Equation Model, and apply Correlation Analysis and Multiple Regression Analysis to the impact and management mechanism among the dimensions of transformational leadership, team learning and team performance under the effect of moderating variable, expecting to enrich and expand the theoretical study on relationship among transformational leadership, team learning and team performance, and provide theoretical framework and methods instruction for improve team performance.This paper consists of8sections:Chapter1is introduction. It clarifies the research background and significance of this paper, defines the intention and composition of team, team learning, team performance and transformational leadership. Based on these, it elaborates the research objectives, contents and innovations, methods and technique route.Chapter2is the research review at home and abroad. It reorganizes the related research results at home and abroad, and is conducted from2aspects: firstly, it reviews the research progress about the dimension structure and elements of transformational leadership, the model, dimensions and influencing factors of team learning, and the structure and influencing factors of team performance; Secondly, it concludes and summaries the research status and progress about the relationship between transformational leadership and team learning, transformational leadership and team performance, team learning and team performance, and points out the good point and deficiency of existing researches, showing the way of constructing the theoretical model of transformational leadership, team learning and team performance.Chapter3constructs the relationship model of transformational leadership, team learning and team performance. Comprehensively considering the influencing factors like team empowerment, team cohesion, team communication and team conflict, by comparing with and refer to the elements of existing scales, from the team level prospective, it specifically designs the scales of transformational leadership, team learning, team performance, team empowerment, team cohesion, team communication and team conflict, constructs the relationship model of transformational leadership, team learning and team performance under the moderating effect of team empowerment, team cohesion, team communication and team conflict, and proposes the corresponding research hypothesis.Chapter4verifies the measurement model of transformational leadership, team learning and team performance. Based on the questionnaire survey, data collection and descriptive statistical analysis of the sample, with the Reliability Analysis, it firstly examines the internal consistency and reliability of the scales for the seven variables:transformational leadership, team learning, team performance, team empowerment, team cohesion, team communication and team conflict. Then, it verifies the structural validation of transformational leadership, team learning and team performance, and conducts Confirmatory Factor Analysis on the second order and first order measurement model. Through the Comparative Analysis between the second order model and the first order model, it determines the second order model as the measurement model of transformational leadership, team learning and team performance.Chapter5analyzes the relationship among transformational leadership, team learning and team performance. Firstly, it defines mediating variable, moderating variable, moderating variable with mediating effect and mediating variable with moderating effect. Then it applies the Path Analysis in structural equation modeling with the software of LISREL8.80, to analyze the mediating effect of team learning on transformational leadership and team performance, the moderating effect of team empowerment and team coherence on the relationship between transformational leadership and team learning, and the moderating effect of team communication and team conflict on the relationship between team learning and team performance, and verified the integrated model and research hypothesis that are established in this research.Chapter6investigates the impact mechanism among transformational leadership, team learning and team performance. With Multivariate Analysis of Variance, it studies the effect of the controlled variables, namely the size, type and tenure of team, on team performance. From the dimensional level, it examines the impact mechanism among transformational leadership, team learning and team performance with Multiple Regression Analysis, further analyzes the moderating effects of team empowerment and team coherence on the relationship between transformational leadership and team learning, and the moderating effect of team communication and team conflict on the relationship between team learning and team performance, and draws the corresponding conclusions.Chapter7is the dynamic team performance management mechanism based on interactive system. From the prospective of dynamic system and based on interactive system, it establishes a team performance management system that is different from general processes management, and analyzes the structural elements and functions of team performance management system:team development as the foundation, transformational leadership as the driver, team learning as the approach, and team cultural climate as the support. Besides, it formulates the specific implementing plan for team performance management:optimizing team development, fostering transformational leadership, establishing the cycle mechanism of team learning and cultivates an harmony team climate.Chapter8taking H.B.P. Company in Daqing city as example, analyzes its status and existing problems in management, especially in human resource management. Taking the team performance management mechanism as tools, which is built based on interactive system in this study system, and combining with the company’s realness, it provides some measures for team development and team management for H.B.P. Company.The main innovative points of this research are:(1) It redefines team learning that integrates cognition, behavior and result from a general process prospective, and refactors the four-dimension structure of team learning from the management prospective:recovery, communication, feedback and innovation, which used to be divided into another four dimensions from the psychology prospective:experiment, communication, reflection and recoding.(2) There are more existing researches from the individual prospective examining the influence of transformational leadership on individual employee’s behavior and working results. Among the limited researches from the team level, little analyzes the relationship among transformational leadership, team learning and team performance, and there are more focus on the relationship between two variables. With moderating variables in this paper, it develops the corresponding scales, and constructs the relationship model of transformational leadership, team learning and team performance.(3) Through structural equation model, it checks the science, analyzes the mediating effect, moderating effect with mediating variables, and mediating effect with moderating effect among transformational leadership, team learning, team performance and the moderating variables, and quantizes the direct effect, indirect effect and total effect. Then it further tests the integrated model and research hypothesis proposed in this research.(4) With multivariate analysis of variance and multiple comparison analysis, it examines the effect of controlled variables on independent variables, reveals the specific function mechanism of the controlled variables and their interaction on team performance. It applies multiple regression analysis to analyze the influence path among transformational leadership, team learning and team performance from the dimensional level considering the effect of moderating variables, which expands the existing research from variable level to dimensional level.(5) From the prospective of dynamic system, it establishes the team performance management system based on interactive system, namely, team development as the foundation, transformational leadership as the driver, team learning as the approach, and team cultural climate as the support.