한국생산성학회

This study examined the effect of transformational leadership on an individual's task performance. In particular, the moderating effects of person-environment fit were regarded as a contextual factor. The results showed that transformational leadership had a positive impact on an individual's task performance. Also it has been shown that the relationship between transformational leadership and an individual's task performance was moderated by person-environmental fits including person-job fit and person-organization fit. In order words, the stronger the perosn-environment fits the stronger the relationship between transformational leadership and an individual's task performance. This study addressed that transformational leadership has a positive impact on the effectiveness of individual level. These results contributes to expanding the knowledge of existing studies of transformational leadership. Existing studies has shown that transformational leadership had a positive impact on individual attitudes and performance. However, little has been known about the context where the effects could be increased or decreased. The results of the study presented that person-job fit and person-organization fit were critical situational factors which could bring change on the relationship between transformational leadership and its outcomes. This study has practical implications as well as theoretical implications. One is that transformational leadership promotes a sense of common goal. The more they approach problems in various ways, the more they help not only achieve their own goals. The requirements charged to individuals in an organization needs to clearly present specific guidance on the responsibilities and roles given by groups or teams. Additionally, organizations need to make efforts to inform members that individual efforts to achieve common goals can be helpful in personal task performance due to knowledge, information, experience, and know-how acquired through the interaction of the process of trying to gain common goals. Managers need to develop their own leadership competency model. It is possible to design a sub-factor of transformational leadership in the model. With the leadership competency model, managers can design leadership development programs and modify current development programs. Thus, the development of HR analytics techniques contributes to the improvement of individual and organizational performance by more systematically matching the skills, knowledge, experience, achievement, characteristics and abilities required by an organization or team. Although it was supported that transformational leadership has a positive impact on an individual's task performance, and that person-environment fit can strengthen the relationship, there are several limitations. In this line, this study also presents some agenda for future studies.