| Leadership effectiveness, the relationship between organization and staff, jobperformance has been important issues closely discussed in theoretical research andpractical work of organizational behavior and human resource management. In this pape r,we assume organizational commitment to play an intermediary role in the influencingmechanism between leadership style and employee job performance, and carry outhypothesis testing through a combination of theoretical and empirical research methods.Firstly, based on summarizing prior research, we build a conceptual model andpropose research hypothesis seen the transactional leadership style and transformationalleadership style as independent variables, organizational commitment as mediatingvariables and employee job performance as dependent variables.Secondly, we conducted a questionnaire survey via field distributing and e-mail, andfinally received a total of249valid questionnaires. After that, we carried out a statisticalanalysis based on the survey data. Research basically verified the hypothesis. The mainconclusions of this study are as follows.(1) The transactional leadership style has a significant influence on employees’ jobperformance. Both proactive exception management and exchangeable awards have apositive relationship with employees’ job performance. There is a negative correlationrelationship between passive exception management and surrounding performance, littlecorrelation between passive exception management and task performance.(2) The transformational leadership style can significantly improve the staff’s taskperformance, but it is not obvious in the surrounding performance. These four dimensions,charismatic leadership, individualized consideration, intellectual stimulation and inspirevision, have significant positive correlation with task performance. Charismatic leadershipand inspire vision can bring surrounding performance improved significantly, Unlikeindividualized consideration and intellectual stimulation. (3) Take transactional leadership style as an independent variable, the employees’organizational commitment plays a partial intermediary role in the influencing mechanism.Proactive exception management, passive exception management and exchangeableawards can not only directly affect the employee’s work performance, but also affect jobperformance through organizational commitment indirectly.(4) Take transformational leadership style as an independent variable, employeeorganizational commitment plays a partial intermediary role. Charismatic leadership,individualized consideration, intellectual stimulation and inspire vision will affect taskperformance through employees’organizational commitment. Employees’ organizationalcommitment also has a partial intermediary role between charismatic leadership andinspire vision and surrounding performance. Leaders can use charismatic leadership andbuild inspire vision to inspire the staff’s organizational commitment, thus improve theirjob performance. |
