变革型领导与员工任务绩效:主动性人格和领导-成员交换的作用

[11] 家族企业[M]. 上海人民出版社 , 李新春等, 2005

[12] Transformational leadership, relationship quality, and employee performance during continuous incremental organizational change[J] . Min Z. Carter,Achilles A. Armenakis,Hubert S. Feild,Kevin W. Mossholder.J. Organiz. Behav. . 2013 (7)

[13] Linking ethical leadership to employee performance: The roles of leader–member exchange, self-efficacy, and organizational identification[J] . Fred O. Walumbwa,David M. Mayer,Peng Wang,Hui Wang,Kristina Workman,Amanda L. Christensen.Organizational Behavior and Human Decision Processes . 2010 (2)

[14] HOW SUPERVISORS INFLUENCE PERFORMANCE: A MULTILEVEL STUDY OF COACHING AND GROUP MANAGEMENT IN TECHNOLOGY‐MEDIATED SERVICES[J] . XIANGMINLIU,ROSEMARYBATT.Personnel Psychology . 2010 (2)

[15] HOW TRANSFORMATIONAL LEADERSHIP WEAVES ITS INFLUENCE ON INDIVIDUAL JOB PERFORMANCE: THE ROLE OF IDENTIFICATION AND EFFICACY BELIEFS[J] . FRED O.WALUMBWA,BRUCE J.AVOLIO,WEICHUNZHU.Personnel Psychology . 2008 (4)

[16] Charismatic leadership viewed from above: the impact of proactive personality[J] . J. MichaelCrant,Thomas S.Bateman.J. Organiz. Behav. . 2000 (1)

[17] Alternative Approaches to the Employee-Organization Relationship: Does Investment in Employees Pay off?[J] . Anne S. Tsui,Jone L. Pearce,Lyman W. Porter,Angela M. Tripoli.The Academy of Management Journal . 1997 (5)

[18] Theory of transformational leadership redux [J]. LEADERSHIP QUARTERLY, 1995, 6 (04): : 463 - 478

[19] Relationship-based approach to leadership: Development of leader-member exchange (LMX) theory of leadership over 25 years: Applying a multi-level multi-domain perspective[J] . George B. Graen.The Leadership Quarterly . 1995 (2)

[20] GENERALIZABILITY OF THE VERTICAL DYAD LINKAGE MODEL OF LEADERSHIP [J]. ACADEMY OF MANAGEMENT JOURNAL, 1980, 23 (03): : 451 - 465

[11] 家族企业[M]. 上海人民出版社 , 李新春等, 2005

[12] Transformational leadership, relationship quality, and employee performance during continuous incremental organizational change[J] . Min Z. Carter,Achilles A. Armenakis,Hubert S. Feild,Kevin W. Mossholder.J. Organiz. Behav. . 2013 (7)

[13] Linking ethical leadership to employee performance: The roles of leader–member exchange, self-efficacy, and organizational identification[J] . Fred O. Walumbwa,David M. Mayer,Peng Wang,Hui Wang,Kristina Workman,Amanda L. Christensen.Organizational Behavior and Human Decision Processes . 2010 (2)

[14] HOW SUPERVISORS INFLUENCE PERFORMANCE: A MULTILEVEL STUDY OF COACHING AND GROUP MANAGEMENT IN TECHNOLOGY‐MEDIATED SERVICES[J] . XIANGMINLIU,ROSEMARYBATT.Personnel Psychology . 2010 (2)

[15] HOW TRANSFORMATIONAL LEADERSHIP WEAVES ITS INFLUENCE ON INDIVIDUAL JOB PERFORMANCE: THE ROLE OF IDENTIFICATION AND EFFICACY BELIEFS[J] . FRED O.WALUMBWA,BRUCE J.AVOLIO,WEICHUNZHU.Personnel Psychology . 2008 (4)

[16] Charismatic leadership viewed from above: the impact of proactive personality[J] . J. MichaelCrant,Thomas S.Bateman.J. Organiz. Behav. . 2000 (1)

[17] Alternative Approaches to the Employee-Organization Relationship: Does Investment in Employees Pay off?[J] . Anne S. Tsui,Jone L. Pearce,Lyman W. Porter,Angela M. Tripoli.The Academy of Management Journal . 1997 (5)

[18] Theory of transformational leadership redux [J]. LEADERSHIP QUARTERLY, 1995, 6 (04): : 463 - 478

[19] Relationship-based approach to leadership: Development of leader-member exchange (LMX) theory of leadership over 25 years: Applying a multi-level multi-domain perspective[J] . George B. Graen.The Leadership Quarterly . 1995 (2)

[20] GENERALIZABILITY OF THE VERTICAL DYAD LINKAGE MODEL OF LEADERSHIP [J]. ACADEMY OF MANAGEMENT JOURNAL, 1980, 23 (03): : 451 - 465