The purpose of this is focus on the relationship between leadership which described by transformational leadership and transactional leadership and job performance that three major clusters of factors - task performance, contextual performance, ...
The purpose of this is focus on the relationship between leadership which described by transformational leadership and transactional leadership and job performance that three major clusters of factors - task performance, contextual performance, and adaptive performance of it in China company. These components of leadership are influenced on the job performance by emotional intelligence which works as moderator variable.
Based on the rich literature we put the forward Hypotheses.
<Hypothesis 1> the job performance that comprised task performance, contextual performance, and adaptive performance has the position influence on the transformational leadership.
<Hypothesis 2> transactional leadership which described by contingent reward and accident management has the influence on the job performance.
<Hypothesis 2-1> contingent reward has the position influence on the transactional leadership.
<Hypothesis 2-2> accident management has the negative effect on the transactional leadership.
<Hypothesis 3> emotional intelligence that works as moderator variable has justice the relationship between transformational leadership and job performance.
<Hypothesis 4> emotional intelligence that works as moderator variable has justice the relationship between transactional leadership and job performance.
From March 19th to October 22th, we did the investigation in China. In total, 350 questionnaires were given out, of these 248 usable responses were received.
We use the linear regression to exam the linear relationship between the leadership and job performance, and through the mediate regression exam the effect of the emotional intelligence.
The first, the task performance and contextual performance have the positive effect on the transformational leadership and transactional leadership. that is, only charisma and individualized consideration have found significant connections between transformational leadership and transactional leadership.
The second, the transformational leadership has positive influence on task performance, contextual performance and adaptive performance, or rater the contingent reward has positive influence on the task performance, the contextual performance and the adaptive performance, and the accidence management has the positive effects on the task performance , the contextual performance .
The third, the emotional intelligence that worked as moderator variable was proved no influential on the leadership and job performance.
The forth, as far as the concerned the understanding of other emotion and understanding of self-emotion that work as moderator variable have significant justice influence on the transformational leadership and job performance. In more specific terms understanding of other emotion justices the transactional leadership and task performance, the understanding of self-emotion justices the transformation leadership and adaptive performance.
There are some problems are worth discussing as the follow:
The first, this study aimed at the relationship of organization in China between transactional leadership and job performance .
The second, the study is significant for the manager's control ability in China company, but the traditional culture of interpersonal relationship have far-reach effects. It is also essential to ensure the democratic rights including the rights of democratic election, management and supervision.
，韩语毕业论文，韩语论文 |
