ABSTRACT

The purpose of this research is to investigate the psychological mechanisms that cause the influence of transformational and transactional leadership on employee performance. Based on employee stewardship theory (EST) and social exchange theory (SET), an organizational commitment was selected as a perfect moderating variable to conduct the study. The data were collected from sixteen (16) organizations in the public sector of Ghana, consisting of 330 full-time employees. The results indicate that organizational commitment positively moderates transformational leadership while transactional leadership does not. We realized that when transformational leadership is high, organizational commitment goes up, thereby increasing employee performance. On the other hand, when transactional leadership goes up, organizational commitment decreases, causing employees performance to dwindle. Therefore, transactional leaders should augment their approach with transformational leadership to increase employee performance. This research offers practical implications relevant to provide strategies for leaders to PSOs to influence employees to perform beyond the limit.

摘要

本研究的目的是调查导致变革型和交易型领导对员工绩效产生影响的心理机制。基于员工管理理论（EST）和社会交换理论（SET），选择组织承诺作为完美调节变量进行研究。数据来自加纳公共部门的十六 (16) 个组织，包括 330 名全职员工。结果表明，组织承诺正向调节变革型领导，而交易型领导则没有。我们意识到，当变革型领导力高时，组织承诺就会提高，从而提高员工绩效。另一方面，当交易型领导上升时，组织承诺会下降，导致员工绩效下降。因此，交易型领导者应该通过变革型领导来增强他们的方法，以提高员工绩效。这项研究提供了相关的实际意义，为 PSO 的领导者提供策略以影响员工超越极限的表现。