Research On Leader Psychological Capital, Transformational Leadership And Employee Performance

With the development of the knowledge economy, the competitive advantage ofthe enterprise is not to rely on the material and financial resources to sustain, the talentof people play increasingly prominent role. When the human capital, social capital cannot promote the further development of enterprises, people focus on the emergingconcept of psychological capital. Psychological capital is a positive mental state.People can obtain the sustained competitive advantage through the investment anddevelopment of psychological capital. Enterprises will be applied psychologicalcapital into the management category, and put the psychological capital and employeeperformance combined with the work attitude and other factors, all of these as the newways to promote the development of enterprise.At present, research on psychological capital mainly concentrated in staff level,research on leader is less. Leaders as the core figures in enterprises, their psychologicalcapital has direct effect to his behavior and the employees. So, the development ofleader of the psychological capital is not only related to the employee performance,more related to the enterprise. This study mainly in the private enterprises as theresearch objects. Through ANOVA analysis, correlations analysis and regressionanalysis, we try to study the relationships among leader psychological capital,transformational leadership style and employee performance.The composition variable of leader’s psychological capital is confidence, hope,optimistic and resiliency. The composition variable of transformational leadership isvision, motivation, leadership charisma, personal care. And the composition variable ofemployee performance is task performance, job dedication, and interpersonalfacilitation. Through analyze we have found that:(1) In the regression analysis ofleader’s psychological capital and transformational leadership behavior, the fourdimensions of psychological capital as variables has positive impact on the fourdimensions of transformational leadership behavior.(2)In the regression analysis oftransformational leadership behavior and employee performance, he four dimensionsof transformational leadership behavior as variables has respectively positive impacton task performance, job dedication, and interpersonal facilitation.(3) In the regression analysis of leader’s psychological capital and employee performance, confidence, hope,optimistic and resiliency as variables has positive impact on task performance; butresiliency does not have positive impact on job dedication, and interpersonalfacilitation.(4) The four dimensions of transformational leadership, vision, motivation,leadership charisma, personal care have partial or total mediating effect on the leader’spsychological capital and employee performance.