论文部分内容阅读
变革型领导与绩效的关系一直是国内外组织领导理论研究的热点问题之一,但大多集中在个体、团队层面的探讨。对于组织层面的绩效,变革型领导是否与之存在直接关联以及影响程度到底如何?这些问题尚未达成共识。本文应用元分析方法,通过整理和分析近年来国内外关于变革型领导与组织绩效的相关研究,证实变革型领导对组织绩效存在显著的正向影响。研究还探讨了绩效类型、文化差异、组织规模、中介变量存在与否等控制变量对两者关系的影响,并进一步利用Meta回归分析做了检验。结果表明,变革型领导对主观绩效、客观绩效的影响存在显著差异;当没有中介变量时,两者的相关程度更高;而在不同文化背景下和在不同组织规模中,变革型领导对组织绩效影响的差异不显著。
The relationship between transformational leadership and performance has always been one of the hot issues in the study of organizational leadership theory both at home and abroad, but most of them focus on the individual and team level. For organizational performance, is there a direct link between transformational leadership and the extent of the impact? There is no consensus on these issues. In this paper, meta-analysis method is used to confirm that the transformational leadership has a significant positive impact on organizational performance through the consolidation and analysis of relevant studies on transformational leadership and organizational performance at home and abroad in recent years. The study also explored the impact of control variables such as performance type, cultural differences, organizational size, and the presence or absence of an intermediary variable on the relationship between the two, and further tested by Meta-regression analysis. The results show that there is a significant difference between the subjective performance and the objective performance of the changeable leadership. When there is no intermediary variable, the correlation between the two is higher. In different cultural backgrounds and in different organizational scales, The difference in performance impact is not significant.