The Relationship Between Leadership Style And Employee Job Performance

Leaders and employees are the main members of the enterprise and the main force for the enterprise to create wealth.In the workplace,leadership style has an important impact on employee job performance.Relatively,employee personal ability produces different coping styles in this process,and the impact of changing leadership style on employee job performance.Emotional intelligence,as an individual’s personal ability and social ability,plays an important role in it.In the past,there was little research on the mechanism of emotional intelligence between leadership style and employee job performance from the perspective of employees.Therefore,based on the theoretical model of emotional intelligence,combined with leadership theory and job performance theory,this study discusses a moderating effect of emotional intelligence between leadership style and employee job performance.The first study is conducted semi-structured in-depth interviews with 8 on-the-job employees,trying to understand the respondents’ emotional reactions and ways to deal with emotions when facing the impact of leader behavior on job performance.Through the interview,it is found that when employees need to communicate with leaders or have differences of opinion for the purpose of completing work performance,they will have the perception of self and others’ emotions,the adjustment,digestion and control of emotions,and the performance of emotional transformation.After analysis and induction,the respondents’ emotional processing methods show the ability of emotional intelligence.Therefore,it is judged that emotional intelligence plays a certain role in dealing with the relationship between leaders’ behavior style and job performance.On the basis of the first study,the second study is not only further discussed the relationship between leadership style and employee job performance,but also put forward the hypothesis according to previous studies: emotional intelligence has a moderating effect between leadership style and employee job performance.In the second study,the Multifactor Leadership Questionnaire,WLEIS and Job Performance Scale were used as research tools to distribute questionnaires to in-service employees who met the research conditions,and 543 valid questionnaires were collected.It verifies the relationship between transformational,transactional,laissez faire leadership styles and employee job performance,and verifies the moderating effect of emotional intelligence between these three leadership styles and employee job performance.The conclusions are as follows:(1)There is a significant correlation between leadership style and employee job performance.Transformational and transactional leadership style have a positive impact on employee job performance;Laissez faire leadership style has a negative impact on employee job performance.(2)Emotional intelligence has moderating effect between transformational,transactional,laissez faire leadership style and employee job performance.(3)The higher the level of emotional intelligence,the greater the impact of leadership style on employee job performance;when the level of emotional intelligence is high,the positive impact of transformational and transactional leadership style on employee job performance will be enhanced,while the negative impact of laissez faire leadership style on employee job performance will be weakened.However,this study found that when the level of emotional intelligence is low,the impact of transformational leadership style on employee job performance is not significant.It is hoped that through the results of this study,enterprises can pay more attention to the impact of leadership style on employee work performance in future work management,and can provide a certain enlightenment for enterprises to improve employee emotional intelligence.In addition,not only enterprises,but also employees should strengthen the cultivation of emotional intelligence at work and improve their ability to manage and adjust emotions,which is conducive to more efficient job performance.