| Over the past decades,team has already become the main work unit for business operation(Cai Yahua et al.,2013),management should not only emphasize the complementary advantages and mutual collaboration between team members to achieve team goals,but also to realize the performance of each individual as an important role to improve the organizational performance.Management demands the leader to pay attention to the whole team as well as the individual(Li et al.,2014).The leader should promote mutual trust and cooperation among team members to ensure team performance,and fully motivate the individual to make certain that subordinates can complete the task efficiently.Therefore,the key issue that the leader faces is how to balance the team as a whole and the team member as individual.However,the current researches regarded transformational leadership as a whole,but yet to discuss the level of transformational leadership.Based on different theoretical perspective,scholars have already explored the effectiveness of transformational leadership and pointed out that transformational leadership has a significant impact on organization,team and subordinate respectively(Judge et al.,2004),however,little research has discussed team-focused as well as individual-focused transformational leadership on subordinate behavior.Despite transformational leadership refers to a multilevel construct that include both team level and individual level,the researches of team-focused and individual-focused transformational leadership on employee work performance is still limited.The present research explain transformational leadership in individual level,while there may be another mechanism that employee performance may change due to the transformational leadership focus on the team as a whole.However,the current empirical studies rarely follow on the mediation between multilevel transformational leadership and subordinate performance.In addition,explore the situation factor is another important trend of transformational leadership(Yukl,2002).In Chinese context,the dominant function of guanxi may affect the relationship between transformational leadership and employee performance at different level.In individual level,leaders who are affected by traditional Chinese Confucian are more likely to treat subordinates in term of guanxi(Jiang Yuding,2006).In team level,collectivism orientation of Chinese traditional culture makes employees pay more attention to the average distribution of interests and resources,and hope that the leader considers for the whole team instead of individual(Wang Zhen,2011).But few researches have focused on the guanxi in the studies of leadership in Chinese context.To sum up,this study bases on the AMO theory that include ability,motivation and opportunity to explain the relationship between transformational leadership and subordinate performance,team-focused transformational leadership through team atmosphere(opportunity)to influence subordinate work performance,and individual-focused transformational leadership through self-efficacy(ability)and intrinsic motivation(motivation)to predict the performance of subordinates work.Based on this,we introduce guanxi in Chinese context to discuss the contingency effect of supervisor-subordinate guanxi and guanxi practices on the relationship between transformational leadership and subordinates work performance in different level.Through 1120 employees matching data of 103 teams in 30 companies,this research use SPSS and Mplus to test the mediated moderation model,and the conclusions are as follow.Team-focused and individual-focused transformational leadership are positively influence employee in-role performance and OCB.Intrinsic motivation mediated the effects of individual-focused transformational leadership on employee in-role performance and OCB.Self-efficacy mediated the effects of individual-focused transformational leadership on employee in-role performance and OCB.Team atmosphere mediated the effects of team-focused transformational leadership on employee in-role performance and OCB.Supervisor-subordinate guanxi moderated the relationship between individual-focused transformational leadership and intrinsic motivation,thus affect the in-role performance and OCB,the higher of supervisor-subordinate guanxi,the mediation between individual-focused transformational leadership and in-role performance and OCB is stronger.Supervisor-subordinate guanxi did not moderate the relationship between individual-focused transformational leadership and self-efficacy.Guanxi practices moderated the relationship between team-focused transformational leadership and team atmosphere,thus affect the in-role performance and OCB,the higher of guanxi practices,the mediation between team-focused transformational leadership and in-role performance and OCB is weaker.This study centres on the “leadership-individual performance”,and identifies the mechanism between transformational leadership and employee in-role performance and OCB in different level.Based on AMO theory,this study chooses self-efficacy,intrinsic motivation at individual level and team atmosphere at team level to represent ability,motivation and opportunity respectively as mediation,and tests the three paths in multilevel effect and double mediations at individual level.Focus on traditional Confucian culture,we explore the different effects of guanxi on the relationship between transformational leadership and work performance at individual and team level in Chinese context,from the dual value orientations of individualism and collectivism,we explored supervisor-subordinate guanxi at individual level and guanxi practices at team level to influence the mechanism of transformational leadership.Our study not only for enriching the influence of transformational leadership on employee performance,but also extends the understanding of how Chinese guanxi influences employees' attitudes and behaviors,and provides beneficial enlightenment for human resource management work. |
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