The Impact Of Transformational Leadership On Employee Performance

Since ancient times,leadership has played an important role in an organization.As the backbone and leader of an enterprise,the importance of leadership is beyond doubt.Therefore,the research on leaders has been a hot topic in the academic community.The concept of transformational leadership has been widely concerned since it was put forward,especially in today's rapidly changing society,it is more worthy of discussion and further study.The productivity and performance of employees directly determine the survival and development of enterprises.So almost all enterprises regard improving the performance of employees as the primary evaluation index of human resources.However,the mechanism of transformational leadership on job performance has not yet been determined.Therefore,this paper chooses the hot topic of transformational leadership as the independent variable,job performance as the most important assessment index of the enterprise as the dependent variable.Nowadays,with the rise of the concept of Perceived Organizational Support(POS),we can understand that the level of employees' job performance is closely related to their own feelings.With the improvement of living standards,people's demand for job is not only material demand,but also spiritual demand.POS will enable employees to have more emotional ties to the organization,and at the same time,it can promote their active improvement of job performance.However,this concept originated in the west,so this paper chooses organizational support as a moderating variable to test the adaptability of other China.In addition,more and more studies have confirmed that there is a close relationship between job engagement and job performance.As a positive emotion that people can perceive in job,it plays an important intermediary role between transformational leadership and job performance.The theoretical support of this paper is mainly social exchange theory,cognitive evaluation theory,reciprocity theory and empathy theory.First of all,this paper explains the meaning of the four variables: transformational leadership perception,job performance,Perceived Organizational Support,jobengagement,the measurement tools of these four variables and previous relevant research;secondly,based on a large number of literature,this paper studies the relationship between the variables,and further puts forward the theoretical model and hypothesis.Then,the questionnaire design is based on the reference of mature scales at home and abroad.The questionnaire design is more comprehensive and accurate because of the reference of mature scales.The questionnaire questions in this study cover multiple dimensions.At the same time,the direction of this study is adjusted and optimized,and the questionnaire survey is adopted.Then I use statistical software to analyze the data.The empirical results show that transformational leadership perception can positively affect the job performance of employees,and also can positively affect the job engagement of employees,while the job engagement of employees can positively affect the job performance,and job engagement plays an intermediary role between transformational leadership and job performance.Perceived Organizational Support plays a moderating role between transformational leadership and job engagement.The higher the perceived organizational support,the higher the job engagement of employees.According to the results of empirical analysis,this paper puts forward some management suggestions for industry managers.First of all,we should encourage and support transformational leadership,which is the type of managers in line with the needs of the times.We should vigorously support transformational leadership,even other types of leaders should be trained to have some characteristics of transformational leadership;secondly,to strengthen the organization's care and communication for employees.Thirdly,we should enhance the spiritual help and encouragement of leaders to employees.Fourthly,we should constantly improve the job engagement of employees,because the improvement of the job engagement of employees will lead to the improvement of job performance,and further strengthen the job engagement of employees.No matter in the theoretical level or the empirical level,this paper has certain reference significance.The innovation of this paper lies in the combination of management and medicalindustry,the application of the principles of management and the concept of human resources in the research of medical industry,and the research of medical industry covers public and private hospitals,Chinese and foreign medical devices / biopharmaceutical companies,medical association,etc..Medical industry is a special industry.The purpose of this paper is not to innovate the medical technology,but to innovate the management of the medical industry.Secondly,this study does not stick to hard measurable indicators,but also adds emotional indicators,combined with several theoretical studies,so that the whole article is very complete and easy to understand.Thirdly,the questionnaire design of this paper is more comprehensive.In the questionnaire design,multi-dimensional questionnaire design is adopted for each variable.Compared with single dimension questions,multi-dimensional questionnaire design makes the questionnaire survey more comprehensive.Fourthly,the statistical method of this paper is more scientific,not only using SPSS conducting statistics and in-depth analysis of data,but also using Mplus to establish Structural Equation Model(SEM),to explore the relationship between variables,to take advantage of various statistical methods,making statistical analysis more accurate.This paper summarizes the shortcomings of this study and the prospect of future research.Although there are some deficiencies in this paper,for example,the sample size is only 300 cases,and the survey does not use on-site interviews,but electronic questionnaire survey.But this paper explores a more comprehensive research in the future,hoping that future research can make up for the shortage.