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

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Abstract

Purpose

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.

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Notes

  1. In this study, we slightly changed the response range and anchoring categories of the MLQ items for several reasons. First, to be consistent with the frequently used response format and anchors in the sample banks, we followed Podsakoff et al.'s (1990) approach to use a 7-point Likert scale (1 = strongly disagree to 7 = strongly agree) to assess TFL. The use of agreement anchors to assess TFL has been applied in several published research papers and has obtained good internal consistency and validity (e.g., MacKenzie et al. 2001; Podsakoff et al. 1990; Rafferty and Griffin 2004). Second, as for the response range, Dawes (2008) conducted an experiment and found that the 5- and 7-point scales produced almost identical mean scores, and that there was very little difference among scale formats in terms of the skewness or kurtosis. Taken together, these slight changes to the response format and rating anchors should not adversely influence our findings.

  2. Z-prime is a method to detect the mediating effect proposed by MacKinnon et al. (2002). This method is similar to the Sobel test (1982) that is used broadly in organizational behavior studies. These two methods differ in terms of their empirical sampling distributions and critical values for determining the significance level, because the parameters used to estimate the indirect effect (i.e., the product of the effect of the independent variable on the mediator and the effect of the mediator on the dependent variable) might not be normally distributed, and low statistical power can be found when using the normal distribution to determine significance. In order to remedy this bias, the empirical critical value of Z-prime is corrected to .97 for the .05 significance level.

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  1. Institute of Human Resource Management, National Sun Yat-Sen University, 70, Lienhai Rd, Kaohsiung, 80424, Taiwan

    Nai-Wen Chi

  2. Department of Business Administration, National Taiwan University of Science and Technology, 43, Keelung Road, Section 4, Taipei 106, Taiwan

    Su-Ying Pan

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Chi, NW., Pan, SY. A Multilevel Investigation of Missing Links Between Transformational Leadership and Task Performance: The Mediating Roles of Perceived Person-Job fit and Person-Organization Fit. J Bus Psychol 27, 43–56 (2012). https://doi.org/10.1007/s10869-011-9211-z

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