Transformational Leadership and Performance Across Criteria and Levels: A Meta-Analytic Review of 25 Years of Research
Transformational Leadership and Performance Across Criteria and Levels: A Meta-Analytic Review of 25 Years of Research
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DOI：
10.1177/1059601111401017
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发表时间：
2011-04-01
影响因子：
4.8
通讯作者：
Colbert, Amy E.
中科院分区：
文献类型：
--
作者：
Wang, Gang;Oh, In-Sue;Colbert, Amy E.
尽管变革型领导力已被广泛研究，但变革型领导力与追随者绩效之间跨标准类型和分析水平的关系的大小仍不清楚。基于 113 项主要研究中的 117 个独立样本，当前的荟萃分析研究表明，变革型领导力与跨标准类型的个人层面的追随者绩效呈正相关，在大多数研究环境中，与情境绩效的关系比与任务绩效的关系更强。此外，变革型领导力与团队和组织层面的绩效呈正相关。此外，荟萃分析回归和相对重要性分析一致表明，在预测个人层面的情境绩效和团队层面的绩效方面，变革型领导力比交易型领导力（或有奖励）具有增强效应。然而，与我们的预期相反，在预测个人层面的任务绩效方面，没有发现变革型领导相对于或有奖励的增强效应。相反，或有奖励解释了个人层面任务绩效的增量差异，超出了变革型领导力所解释的范围。
Although transformational leadership has been studied extensively, the magnitude of the relationship between transformational leadership and follower performance across criterion types and levels of analysis remains unclear. Based on 117 independent samples over 113 primary studies, the current meta-analytic study showed that transformational leadership was positively related to individual-level follower performance across criterion types, with a stronger relationship for contextual performance than for task performance across most study settings. In addition, transformational leadership was positively related to performance at the team and organization levels. Moreover, both meta-analytic regression and relative importance analyses consistently showed that transformational leadership had an augmentation effect over transactional leadership (contingent reward) in predicting individual-level contextual performance and team-level performance. Contrary to our expectation, however, no augmentation effect of transformational leadership over contingent reward was found in predicting individual-level task performance. Instead, contingent reward explained incremental variance in individual-level task performance beyond that explained by transformational leadership.