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Abstract
21st century is the era of knowledge economy，the enterprise managers must be able to
lead the employees to adapt to the changing environment, relying on the joint efforts of all
staff, to promote continuous development of enterprises. Business leaders need to be able to
give full play to the needs of high- level employees, increase employee motivation and
initiative, making companies achieve better development. Although Chinese research on
transformational leadership style gradually increased in recent years, but more focused on
theoretical discussion, empirical research is not much and most focus on qualities of
transformational leadership style and the relationship between transformational leadership
style and leadership effectiveness ， few studies on the mediating variables between
transformational leadership style and employee job performance. Therefore,the purpose of
this paper is to study the influence and the mechanism of action that transformational
leadership behavior acts on job performance in Chinese context, using the type of
transformational leadership in line with the Chinese cultural context. This paper puts
forward research model based on the past theoretical research, to empirically study through
survey questionnaires.
In empirical research part, paper compiled and revised the questionnaire and
questionnaire survey collected 335 valid samples. Paper tests the structural equation model
of transformational leadership and employee job performance by AMOS17.0 software. We
validate the influence of transformational leadership impacting on employee job
performance and organizational identification.
And the influence of transformational leadership four dimensions impacting on employee
job performance and organizational identification.
The study results show that: the transformational leadership has a significant positive
effect on job performance and organizational identity; Organizational identification in the
process of the influence of transformational leadership on employee job performance hasI
摘要
21 世纪是知识经济时代，企业的管理者要能够带领员工适应不断变化的环境，依
靠企业所有员工的共同努力，推动企业不断发展。企业领导者要能充分发挥员工的高
层次需要，提高员工的积极性与主动性，使得企业得到更好的发展。虽然近年我国对
变革型领导风格的研究逐渐增多，但多集中于理论探讨，实证研究不多而且多数集中
在探讨变革型领导风格所具有的素质以及变革型领导风格与领导有效性关系的研究
上，有关变革型领导风格与员工工作绩效之间中介变量的研究较少。因此，本文的目
的在于研究中国情境下变革型领导行为对工作绩效的影响极其作用机制，采用符合中
国文化语境的变革型领导类型，并对过往研究理论进行梳理的基础上，提出了研究模
型，并发放问卷进行实证研究。

在实证研究部分，本文编制并修订了调查问卷，问卷调查共收集有效样本 335 份。

本文通过 AMOS17.0 软件进行了变革型领导与员工工作绩效的结构方程模型的检验，
分别验证了变革型领导对员工工作绩效及组织认同的影响，变革型领导四种类型对员
工工作绩效及组织认同的影响。

研究结果表明：变革型领导对员工工作绩效及组织认同有显著的正向影响；组织
认同在变革型领导对员工工作绩效的影响过程中存在一定的中介作用，但是却并非完
全中介作用。变革型领导四维度对员工工作绩效及组织认同也有显著的正向影响；组
织认同在变革型领导四维度对员工工作绩效的影响过程中也存在一定的中介，却并非
是完全中介作用。在理论研究和实证研究的基础上，本文认为，企业管理者要重视领
导行为对员工的影响，着重培养变革型的领导方式，并注重塑造良好的企业文化。

关键词：变革型领导；组织认同 ；员工工作绩效partial intermediary role. The four dimensions of transformational leadership have a
significant positive effect on job performance and organizational identity; Organizational
identification in the process of the influence of transformationa l leadership four dimensions
on employee job performance also has partial intermediary role. On the basis of theoretical
and empirical research, the paper argues that managers should pay attention to the impact of
the leadership behavior on employees, emphasize on cultivating transformational leadership
and focus to create a good corporate culture.
Keywords: Transformational Leadership; Organizational Identity; Job Performance