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变革型领导理论自提出后在近20多年来一直处于领导理论研究的核心地位,通过对现有文献的回顾可以发现,现有研究大多是从个体和团队层次来探讨变革型领导行为对其直接下属和其所在团队成员的影响,从组织层面上来研究高层变革型领导行为对整个组织发生影响的成果则相对较少.即使在有限的关于高层变革型领导行为与组织绩效之间关系的研究之中,学者之间的研究结论尚不一致且存在冲突之处.在归纳已有研究成果的基础上,通过引入情境因素运用一个整合的理论分析框架不仅囊括了已有的研究,而且对现有研究做了进一步的补充和扩展.运用中国297家企业样本进行实证研究后发现,在不同的外部环境下,高层变革型领导行为对组织绩效的影响效果存在明显差异,并且发现高层变革型领导行为并不只对组织绩效产生积极作用,在特定情境下还会产生消极作用.最后对研究结论、研究贡献和一些额外发现进行了讨论.
The reforming leadership theory has been at the core of leadership research for more than 20 years since it was put forward. Based on the review of the existing literature, it can be found that most of the existing researches are direct and indirect at the level of individuals and teams Subordinates and their team members, it is less to study the impact of top transformational leadership on the whole organization at the organizational level.While there is limited research on the relationship between top transformational leadership and organizational performance The conclusion of the research between scholars is not consistent and there are conflicts.On the basis of summarizing the existing research results, applying an integrated theoretical framework through the introduction of situational factors not only covers the existing research, but also studies the existing research After further empirical research with 297 Chinese enterprises, it was found that under the different external environment, the effect of high-level transformational leadership on organizational performance was significantly different and the high-level transformational leadership behavior was found to be Not only have a positive effect on organizational performance, in certain circumstances will produce negative action The final conclusion of the study, and some additional research contributions discussed the findings.