The Research On The Relationship Among Transformational Leadership, Organizational Identity And Job Performance

21st century is the era of knowledge economy，the enterprise managers must be able tolead the employees to adapt to the changing environment, relying on the joint efforts of allstaff, to promote continuous development of enterprises. Business leaders need to be able togive full play to the needs of high-level employees, increase employee motivation andinitiative, making companies achieve better development. Although Chinese research ontransformational leadership style gradually increased in recent years, but more focused ontheoretical discussion, empirical research is not much and most focus on qualities oftransformational leadership style and the relationship between transformational leadershipstyle and leadership effectiveness， few studies on the mediating variables betweentransformational leadership style and employee job performance. Therefore,the purpose ofthis paper is to study the influence and the mechanism of action that transformationalleadership behavior acts on job performance in Chinese context, using the type oftransformational leadership in line with the Chinese cultural context. This paper putsforward research model based on the past theoretical research, to empirically study throughsurvey questionnaires.In empirical research part, paper compiled and revised the questionnaire andquestionnaire survey collected335valid samples. Paper tests the structural equation modelof transformational leadership and employee job performance by AMOS17.0software. Wevalidate the influence of transformational leadership impacting on employee jobperformance and organizational identification.And the influence of transformational leadership four dimensions impacting on employeejob performance and organizational identification.The study results show that: the transformational leadership has a significant positiveeffect on job performance and organizational identity; Organizational identification in theprocess of the influence of transformational leadership on employee job performance has partial intermediary role. The four dimensions of transformational leadership have asignificant positive effect on job performance and organizational identity; Organizationalidentification in the process of the influence of transformationa l leadership four dimensionson employee job performance also has partial intermediary role. On the basis of theoreticaland empirical research, the paper argues that managers should pay attention to the impact ofthe leadership behavior on employees, emphasize on cultivating transformational leadershipand focus to create a good corporate culture.