A Study On The Influence Of Transformational Leadership On Employees' Adaptive Performance

Adaptive Performance theory in recent years is a hot research field of Westernmanagement?and it is also beginning to receive the academic Attention in China. Asin the dynamic changing environment, proposed the concept of adaptive performancehave great time significance?value of theory and practice. The so-called adaptiveperformance refers to a wide range of adaptive behavior which enable the employeesto successfully deal with changes and tmcertainties? Adaptive performance hascontinued to maintain efficient operation of the individual and team, enablingorganizations to maintain the role of long-term competitive advantage.This paper focuses on the relationship between transformational leadership andemployees' adaptive performance. This article first conducts and summarizes relatedtheories and researches about transformational leadership and adaptive performance.Based on self-determination theory?social exchange theory and social cognitiontheory, we analyze the impact mechanism of transformational leadership onemployees' adaptive performance, and made the corresponding conceptual model andresearch hypotheses are proposed. Then, we take346employees that come from10different industries as the research object, use the questionnaire survey to collect dataand after reliability&validity analysis, independent sample t test, variance analysis,correlation analysis, and regression analysis by SPSS, we draw the followingconclusions:First, the employees'adaptive performance in our country are constituted by sixdimensions, they are innovative behavior, continuous learning, crisis management,stress management, interpersonal adaptability, and cultural adaptability. Secondly, theemployees'adaptive performance shows various differences in demographic variablessuch as sex, age, education level, work experience. Compared to women, men in thework shows more innovative behaviors and greater ability to deal with crisises; Theelder have greater ability in work stress management than the younger; High leveleducation employees show more innovative and continuous learning behaviors thanlow level education employees; With the growth of work experience, the employees'cultural adaptability, interpersonal adaptability, and crisis management capabilitieswill be enhanced.Thirdly, The data from the survey show that transformationalleadership has a significant positive impact on employee performance, including individualized consideration dimension of the most influential, followed byinspirational, charisma and intellectual stimulation. Specifically, individualizedconsideration dimension has a main positive impact on innovative behavior, stressmanagement, crisis management, interpersonal adaptability and cultural adaptation;inspirational dimension has a main positive impact on innovative behavior,continuous learning, interpersonal adaptability and cultural adaptation; charismadimension has a main positive impact on continuous learning, crisis management,stress management and cultural adaptation; intellectual stimulation dimension has amain positive impact on innovative behavior and continuous learning.