The Study On The Relationship About Goal-Setting And Transformational Leadership And Job Performance

Transformational Leadership and compatible social challenges background has their unique values with today full changes,How to add staff work motivation and persistence, to improve staff task performance are corporate with leaders and academics eagerly resolved and depth explored in China current organizational environment. We carry out the research of transformational leadership mechanism, trying to find out how the impact of transformational leadership mechanism on employee performance, in order to reveal changes in leadership of this "black box", which is of concern to scholars present a research focus, goal-setting theory provides us a new perspective in the mechanism of transformational leadership. Because of this, based on previous research, goal-setting from the perspective of this new, considering the different theories play a role in the transformational leadership perspective within the framework of the theme, Using leadership theory, goal-setting theory has been with research results, including building a change leadership, goal-setting, self-efficacy, self-goal setting, employee task performance and other variables, including the theoretical model. From the theoretical model can be seen, transformational leaders affect their organizational performance, not a direct path, but through a process. Specifically, the main goal set by leaders in turn affect their self-goal setting and self-efficacy, thereby affecting the employee task performance. So that the role of transformational leadership path is clear.In this study, literature study, questionnaires and other methods of goal-setting in the transformational leadership and employee performance of the intermediary role between the research and validation of the target set of scales. A total of 1400 questionnaires were, considering the demographic factors, using exploratory factor analysis, confirmatory factor analysis, correlation analysis, regression analysis, variance analysis and other statistical methods, the conclusions as follows:Firstly, exploratory factor analysis and confirmatory factor analysis results show that the scale of Goal-setting includes 17 items have high reliability and validity according to the requirements of psychometric.The revised questionnaire has a reasonable and effective value in our organization. The questionnaire is consisted of three-dimensional degree of Locke on the division of goal-setting: goal clarity, goal participation, goal difficulty.Secondly, the transformational leadership of the organizational staff has significant positive correlation with employee performance,and employee performance can forecast the transformational leadership;Thirdly, goal-setting of the organizational staff has mediator effect between the transformational leadership and employee performance; self-efficacy of the organizational staff has mediator effect between the goal-setting and employee performance;Fourthly, the organizational staff goal-setting and self-efficacy in demographic variables were significantly different about goal-setting in the education level,. There was significant difference in different work experience, There are significant differences in self-efficacy levels of gender and the different jobs.