摘要
对489名高校管理者及其下属员工关于变革型领导与交易型领导有效性问题调查的结果发现:巴斯提出的变革型领导在交易型领导基础之上的扩大效果假设没有得到全部支持。变革型领导与交易型领导对于工作满意、组织承诺和工作绩效均具有显著的预测效果;对于工作满意与组织承诺而言,变革型领导比交易型领导更具预测效果;对于工作绩效而言,交易型领导比变革型领导更具预测效果。
Through the survey of 489 university administrators and staff, it investigated the leadership effectiveness between transformational leadership and transactional leader- ship. It found that transformational leadership will account for unique variance in leadership effectiveness beyond that of transactional leadership couldn＇t be fully proved. Both transfor- mational leadership and transactional leadership had significant predictive effect in the per- spectives of job satisfaction, organizational commitment and job performance. But for job satisfaction and organizational commitment, transformational leadership added more predic- tive effect than transactional leadership; for job performance, the case is opposite.
出处
《高等教育研究》
CSSCI
北大核心
2014年第1期38-45,共8页
Journal of Higher Education
基金
国家自然科学基金资助项目(31070900)
教育部人文社会科学研究一般项目(11YJA880124)
关键词
变革型领导
交易型领导
领导有效性
扩大效果
transformational leadership
transactional leadership
leadership effective- ness
augmentation effect
