A Multilevel Investigation of Missing Links Between Transformational Leadership and Task Performance: The Mediating Roles of Perceived Person-Job fit and Person-Organization Fit

摘要

This study explores whether follower perceived need-supply (N-S) job fit, demand-ability (D-A) job fit, and person-organization (P-O) fit mediate the relationships between individual-level, unit-level transformational leadership (TFL), and follower task performance. Design/Methodology/Approach: Data were collected from multiple sources, comprised 85 leaders and 343 followers in 85 bank branches. Hierarchical linear modeling analysis (HLM) was employed to test the proposed hypotheses. Findings: Our results indicate that both individual-level and unit-level TFL positively predict follower task performance. In addition, follower N-S and D-A job fit perceptions mediate the association between individual-level TFL and task performance. However, follower P-O fit perception did not mediate the unit-level TFL-performance linkage. Implications: Our results show that: (1) TFL is positively related to follower task performance; (2) TFL is positively associated with follower N-S and D-A job fit perceptions; and (3) follower perceived fit with their job (e. g., N-S and D-A job fit) positively predicts their task performance. Originality/Value: Leadership researchers have attempted to clarify the mechanisms linking TFL and follower task performance. However, whether follower fit perceptions toward the job and the organization explain this association has been neglected in past studies. This study contributes to the leadership and fit literature by examining the mediating roles of follower perceived N-S job fit, D-A job fit, and P-O fit within the TFL-follower task performance link.