Research On The Impact Of Transformational Leadership On Employees’ Task Performance

Since reform and opening up， china’s economy has obtained the rapid developmentand its internationalization degree has also been enhanced greatly. Chinese enterpriseshave to be faced with challenges from domestic enterprises of Chinese business andlarge-size international companies. The competition of core talents gradually replacedcompetition of resources and skills. So enterprises must pay attention to talents and traintalents. There are lots of factors that affect talents construction of enterprises. Among allthe factors， the style of leadership of managers shows a major influence. However，which style of leadership can keep talents and give full play to staffs’ potential? Whetherleader-member exchange would affect employees’ task performance in China? And whatthe role leader-member exchange is on the way that transformational leadership affectsemployees’ task performance? What the role personal traits of employees in the aboveprocess? The questions will be answered by the empirical study based on the samplesfrom local enterprises.In the review of transformational leadership theory， leader-member exchangetheory，identity theory and self-efficacy theory，this paper constructed the model of theimpact of transformational leadership on employees’ task performance. The core of themodel is the mediator of leader-member exchange and moderator of employees’proactive personality. Among them， transformational leadership includes fourdimensions: idealized influence or charisma， intellectual stimulation， individualizedconsideration and inspirational motivation. In addition， the study proposed fore mainhypotheses and16sub-hypothesis， and on based of the survey data， it used the factoranalysis， correlation analysis， hierarchical regression analysis and stepwise regressionanalysis and other methods to verify the assumptions. According to survey results anddata analysis， the following conclusions have be obtained. Three composition variablesof transformational leadership (they are idealized influence or charisma， intellectualstimulation and individualized consideration) have positive effects on employees’ taskperformance. Leader-member exchange plays an intermediary role between transformational leadership behaviors and employees’ task performance. Employees’proactive personality plays a regulatory role between transformational leadershipbehaviors and leader-member exchange.The study puts forward that managers of companies should increase theirtransformational leadership behaviors， promote the relationship with members andmotivate them work hard for enterprise goal. Meanwhile， the paper provides the partialdecision basis for enterprises to recruit talents and train talents.