变革型领导风格的实证研究

Research on Perceived Transformational Leadership in Chinese Enterprises

以72家企业的193名管理者为被试,通过多来源评估法收集数据,采用因素分析、信度分析和回归分析等方法对变革型领导的理论结构及其与领导有效性的关系进行了深入研究。结果表明,变革型领导具有二阶单因素结构。即四个独立子因素为领导魅力、感召力、智力激发和个性化关怀,这些子因素归属于一个单一二阶因素;研究所使用的《变革型领导问卷》具有良好的构想效度和信度,适用于中国文化;变革型领导及其子维度对领导有效性有一定的预测力。

The present study tests construct validity of the theory of transformational leadership and explores the relation of perceived transformational leadership and leadership effectiveness. Data are collected from supervisors of 72 companies in three east-coast provinces of China. Results of Confirmatory Factor Analysis (CFA) and reliability analysis show that the construct validation and reliability of the scales are good.The transformational leadership scale has a second-order factor structure which can be subdivided into four facets, i.e., charisma, inspirational motivation, intellectual stimulation and individual consideration. Results of correlation analysis and linear regression analysis show that behavior and several facets of transformational leadership can predict seven performance variables in various degrees, but there is negative relationship between individual consideration and satisfaction with his supervisor. Finally, cultural differences are discussed in this paper.