Transformational Leadership, Innovative Behavior, and Task Performance: Test of Mediation and Moderation Processes

被引：219

作者：

Aryee, Samuel ^{[1
]}

Walumbwa, Fred O. ^{[2
]}

Zhou, Qin ^{[3
]}

Hartnell, Chad A. ^{[2
]}

机构：

[1] Aston Univ, Aston Business Sch, Birmingham B4 7ET, W Midlands, England

[2] Arizona State Univ, Tempe, AZ USA

[3] ISCTE Inst Univ Lisboa, Lisbon, Portugal

来源：

HUMAN PERFORMANCE | 2012年 / 25卷 / 01期

关键词：

MEMBER EXCHANGE; TRANSACTIONAL LEADERSHIP; ORGANIZATIONAL CITIZENSHIP; JOB-PERFORMANCE; PSYCHOLOGICAL CONDITIONS; EMPLOYEE PERFORMANCE; METAANALYTIC TEST; WORK ENGAGEMENT; SOCIAL-EXCHANGE; CREATIVITY;

D O I：

10.1080/08959285.2011.631648

中图分类号：

B849 [应用心理学];

学科分类号：

040203 ;

摘要：

We use the self-concept based theory of leadership and social exchange theory to hypothesize processes linking transformational leadership to follower performance outcomes. Specifically, we hypothesize that (a) transformational leadership relates to followers' work engagement both directly and indirectly through their psychological states, (b) work engagement relates to innovative behavior, (c) innovative behavior relates to task performance, and (d) the work engagement-innovative behavior relationship is moderated by leader-member exchange. Results from a test of these relationships in a sample of employees of a large telecommunication company in China largely support our hypothesized model.

引用

页码：1 / 25

页数：25

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