Abstract:

This study examines the impact of CEO transformational leadership behavior on middle managers’ job performance and job satisfaction. Based on a sample of 66 CEOs and 557 middle managers from 66 Chinese companies, we found that CEO transformational leadership behavior has a significant and positive effect on middle managers’ job performance and job satisfaction. Moreover, based on social exchange and value-based leadership theories, we further examines the mediating role of middle managers’ perceived organizational support on the relationships between CEO transformational leadership behavior and middle managers’ job performance and job satisfaction, as well as the role of CEO values on the relationship between CEO transformational leadership behavior and middle managers’ perceived organizational support. Our results showed that middle managers’ perceived organizational support partially mediated the relationships between CEO transformational leadership behavior and middle managers’ job performance and job satisfaction, and that CEO other-oriented value strengthened the relationship between CEO transformational leadership behavior and middle managers’ perceived organizational support, while CEO self-enhancement value weakened the relationship between CEO transformational leadership behavior and middle managers’ perceived organizational support. Such findings contribute to the literature by unpacking whether, how, and why CEO transformational leadership is related to individual-level employee outcomes.

Key words: social exchange theory, value-based leadership theory, transformational leadership, perceived organizational support, job performance, job satisfaction

摘要：

本文以社会交换的理论和价值观领导理论为基础，探讨了CEO变革型领导行为及其价值观对中层管理者工作绩效和工作满意度的跨层次影响以及影响的中介作用机制。研究结果表明，CEO变革型领导行为有助于提升中层管理者的工作绩效和工作满意度，而组织支持知觉则在其中起着部分中介的作用。同时，CEO价值观对CEO变革型领导行为与组织支持知觉之间的关系具有调节的作用。本文的研究成果有利于进一步完善变革型领导理论，对企业实践也有一定的启示意义。

关键词: 社会交换理论, 价值观领导理论, 变革型领导, 组织支持知觉, 工作绩效, 工作满意度