Transformational Leadership And Civil Servants’ Job Performance

Civil servants of government departments, are the executor of national policies and laws, and their service motivation and job performance directly affect the quality of government departments’ service. At this stage, government institutions were deepening the reform of transforming from the approval-oriented government to the service-oriented government. That calls for outstanding and transformational leaders to implement successful change, improve satisfaction and job performance subordinates to ensure the stable development of the public sector. It made the staff voluntarily strive for the benefits of organizations, then improved satisfaction and job performance of them, only when the leaders and subordinates established a common vision, and leaders gave the necessary care and guidance. That was meaningful to ensure the steady development of the public sectors. In recent years, the research on the transformational leadership was gradually increasing, but more focused on the theoretical study, the empirical research was insufficient, and much more focused on the study which explored the quality of transformational leadership style and the relationship between transformational leadership style and leadership effectiveness. It needed further consideration whether had other internal impact on the mechanism of transformational leadership and job performance.This study was based on social exchange theory and cognitive evaluation theory. we took the civil servants as objects, the sample mainly from Changsha, Xiangtan, Hunan Province; Jiujiang, Jiangxi Province. The questionnaires used civil servants and their immediate supervisors paired into groups to collect data. The research used correlation analysis, factor analysis, regression analysis and mediating effect test to explore the relationship between transformational leadership and civil servants’ job performance, as well as the mediating role of organizational commitment and the moderating role of public service motivation.The results showed that:(1)There was a significant positive correlation between transformational leadership and followers’ job performance.(2)There was a significant positive correlation between transformational leadership and followers’ organizational commitment.(3)The relationship between transformational leadership and followers’ job performance was partially mediated by followers’ organizational commitment.(4)Followers ’ public service motivation positively moderated the relationship between transformational leadership and followers’ organizational commitment. In other words, the relationship between transformational leadership and followers’ organizational commitment was stronger as followers’ public service motivation growing from low to high.(5)Followers’ public service motivation strengthen the positive relationship between transformational leadership and followers ’ job performance,on the basis of followers ’ organizational commitment’s mediating effect. Followers’ public service motivation acted as a mediated-moderator.Lastly, the limitations of our study and future directions were emphasized.