CAJ | 학술논문

本文通过对426名在职人员的调查，探讨了变革型领导对工作绩效与满意度的影响机制。最后采用SPSS13．0和Lisre18．7对数据进行多层级线性回归分析，并依据温忠麟等（2006）的统计步骤分析了有中介的调节作用，得到如下结果：（1）在控制了年龄、性别与任职年限之后，自我效能在变革型领导与工作绩效、工作满意度之间都起部分中介作用；（2）核心工作特征在变革型领导与工作绩效之间起调节作用，调节作用需要通过自我效能作为中介变量。文章最后讨论了本研究的理论和实践意义。
본문통과대426명재직인원적조사，탐토료변혁형령도대공작적효여만의도적영향궤제。최후채용SPSS13．0화Lisre18．7대수거진행다층급선성회귀분석，병의거온충린등（2006）적통계보취분석료유중개적조절작용，득도여하결과：（1）재공제료년령、성별여임직년한지후，자아효능재변혁형령도여공작적효、공작만의도지간도기부분중개작용；（2）핵심공작특정재변혁형령도여공작적효지간기조절작용，조절작용수요통과자아효능작위중개변량。문장최후토론료본연구적이론화실천의의。
A great many researches have demonstrated the positive relationship between transformational leadership and employees＇ job outcomes. However, few studies have explored the underlying mechanism of how transformational leadership exerts its influences. This research gives an answer to that question by unpacking the influencing process of transformational leadership. To represent employees＇ job outcomes, two variables were selected： one is job satisfaction, which employee-centered, indicates employees＇ work- related mental condition and living quality; the other is job performance, which organization-centered, reflects employees＇ productivity and contribution to the organization. As a major part of the study, the roles of self-efficacy and core job characteristics in the relationship between transformational leadership and job outcomes were particularly discussed to help explain how high transformational leadership led to better job outcomes. In the study, measurement of transformational leadership was obtained by means of TLQ （Transformational Leadership Questionnaire）, and the level of employees＇ self-efficacy, core job characteristics, as well as job satisfaction and job performance vcere also explored through questionnaires. About 500 employees and managers from various fields （governments, manufacturing companies, banks, etc. ） were surveyed. SPSS 13.0 and Lisrel 8.7 were adopted to perform a series of statistical analyses, including reliability analysis, confirmative factor analysis（CFA）, correlation analysis as well as hierarchical linear regression analysis. We especially followed Wen, Zhang and Hou＇s method （2006） in testing the mediated moderation effect of self-efficacy and core job characteristics. The findings are as follows： Firstly, CFA shows that the scales used in this study are of excellent validity, with fitness index NFI, NNFI, CFI, GFI being . 98, . 98, . 99, and ~ 89 respectively, and 3.00 for ;（2/df, . 066 for RMSEA. Besides, remarkably positive correlations are found between transformational leadership and self-efficacy, core job characteristics, job performance, as well as job satisfaction, with all correlations no less than 4. Correlation analysis also indicates positive effects of self- efficacy on job performance and job satisfaction, with correlations no less than . 55. Secondly, hierarchical regression analysis shows that the influence of transformational leadership on job performance and job satisfaction are notably weakened, though still remarkable, after self-efficacy is added as a mediator. It means the relationship between transformational leadership and job performance as well as job satisfaction is both partially mediated by self-efficacy. Thirdly, hierarchical regression analysis also indieats that core job characteristics strengthen the positive relation between transformational leadership and job performance, on the basis of self-efficacy＇ s mediating effect. However, core job characteristics fail to exert mediating effect in the relation between transformational leadership and job satisfaction. Through unpacking the black box of underlying mechanism of transformational leadership influencing employees＇ job performance and job satisfaction, the present study helps explain the effect of transformational leadership on leader effectiveness, and indicates a way for employers to raise employees＇ job performance and improve their job satisfaction. Besides, the conclusion of the study also provides theoretical support and guidance for leaders in all fields to regulate their leading methods and correct their way of behaving.