The relationships between leader emotional intelligence, transformational leadership, and transactional leadership and job performance: A mediator model of trust

被引：17

作者：

Lee, Chun-Chang ^{[1
]}

Yeh, Wen-Chih ^{[2
]}

Yu, Zheng ^{[3
]}

Lin, Xiao-Chi ^{[1
]}

机构：

[1] Natl Pingtung Univ, Dept Real Estate Management, 51 Mingsheng East Rd, Pingtung, Taiwan

[2] HungKuo Delin Univ Technol, Dept Real Estate Management, 1 Lane 380,Qingyun Rd, New Taipei City, Taiwan

[3] Natl Chengchi Univ, Dept Land Econ, 64 Sec 2,Zhinan Rd, Taipei City 11605, Taiwan

来源：

HELIYON | 2023年 / 9卷 / 08期

关键词：

Leader emotional intelligence; Transformational leadership; Transactional leadership; Trust in supervisor; Job performance; PSYCHOLOGICAL EMPOWERMENT; ORGANIZATIONAL COMMITMENT; TASK-PERFORMANCE; MODERATING ROLE; IN-SUPERVISOR; IDENTIFICATION; MANAGEMENT; SATISFACTION; PREDICTORS; EXPERIENCE;

D O I：

10.1016/j.heliyon.2023.e18007

中图分类号：

O [数理科学和化学]; P [天文学、地球科学]; Q [生物科学]; N [自然科学总论];

学科分类号：

07 ; 0710 ; 09 ;

摘要：

This study utilized the hierarchical linear model and trust as a mediator; designated leader emotional intelligence as a team-level dimension; and designated transformational leadership, transactional leadership, and trust in supervisor as individual-level dimensions. An analysis was performed to explore the relationships between these individual-and team-level variables and the job performance of real estate brokers, as well as the potential role of trust-oriented leadership as a mediator for the relationships between leader emotional intelligence, transformational lead-ership, and transactional leadership and individual job performance. The empirical results revealed that leader emotional intelligence, transformational leadership, and transactional leadership had direct, significant, and positive relationships with individual job performance. Furthermore, it was also discovered that, with trust in supervisor serving as a mediator, these three variables also had indirect, significant, and positive relationships with employee job performance.

引用

页数：20

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