Transformational Leadership's Impact on Employee Burnout and Managerial Performance: Organizational Citizenship Behavior as Mediator and Employee Empowerment as Moderator

Transformational Leadership's Impact on Employee Burnout and Managerial Performance: Organizational Citizenship Behavior as Mediator and Employee Empowerment as Moderator | Research Square window.SnipcartSettings = { analytics: { enabled: false } }; (function() { var accessVector = localStorage.getItem('access_vector') || ''; window.dataLayer = window.dataLayer || []; if (accessVector) { window.dataLayer.push({ user: { profile: { profileInfo: { snid: accessVector } } } }); } })(); (function(w,d,s,l,i){w[l]=w[l]||[];w[l].push({'gtm.start':new Date().getTime(),event:'gtm.js'});var f=d.getElementsByTagName(s)[0],j=d.createElement(s),dl=l!='dataLayer'?'&l='+l:'';j.async=true;j.src='https://www.googletagmanager.com/gtm.js?id='+i+dl;f.parentNode.insertBefore(j,f);})(window,document,'script','dataLayer','GTM-K279D39R'); Browse Preprints In Review Journals COVID-19 Preprints AJE Video Bytes Research Tools Research Promotion AJE Professional Editing AJE Rubriq About Preprint Platform In Review Editorial Policies Our Team Advisory Board Help Center Sign In Submit a Preprint Cite Share Download PDF Research Article Transformational Leadership's Impact on Employee Burnout and Managerial Performance: Organizational Citizenship Behavior as Mediator and Employee Empowerment as Moderator Lina Zhao This is a preprint; it has not been peer reviewed by a journal. https://doi.org/ 10.21203/rs.3.rs-6186637/v1 This work is licensed under a CC BY 4.0 License Status: Posted Version 1 posted You are reading this latest preprint version Abstract Transformational leadership is a critical determinant in shaping employee behavior and facilitating organizational cultural changes. However, the current research demonstrates a significant gap in practice-oriented studies regarding the industry-specific adaptability of transformational leadership, particularly in the logistics sector, where spatiotemporal flexibility is paramount. This paper examines the underlying mechanisms within organizational management systems by the transformational leadership’s impact on employee burnout and managerial performance. Drawing on the data from 103 valid samples collected through a "snowball" online survey distributed across five logistics companies, the research employs structural equation modeling (SEM) for analysis. The findings reveal that transformational leadership reduces employee burnout and enhances managerial performance. Organizational citizenship behavior plays a mediating role in these relationships. Employee empowerment shows a moderating effect in these relationships. This work advances transformational leadership theory by elucidating its multifaceted impacts through mediating and moderating mechanisms, offering practical insights for improving organizational effectiveness in the transportation sector. Transformational leadership Employee burnout Managerial performance Organizational citizenship behavior Employee empowerment Figures Figure 1 1. Introduction In the context of the global economic slowdown, enterprises are increasingly adopting diversified organizational structures to secure a competitive edge in an intensifying market. To enhance organizational resilience and productivity in such turbulent environments, reducing employee burnout and improving employee performance have become critical priorities ( Daniel Dorta-Afonso, Laura Romero-Domínguez, Claudia Benítez-Núñez, 2023 ). The transportation service industry, characterized by its unique operational requirements, presents distinct challenges: its outdoor operating environment demands sustained concentration, and prolonged work periods often result in psychological fatigue and disengagement among employees. In this regard, transformational leadership holds significant potential for driving the revitalization and sustainable development of the transportation service sector. Despite its importance, research on transformational leadership remains limited, with most studies focusing on its unidirectional impact on employee performance. However, the dual effects of transformational leadership on employee burnout and managerial performance remain largely unexplored. Moreover, the current research predominantly adopts an organizational-level perspective, with few studies incorporating organizational citizenship behavior as a moderating variable and employee empowerment as a mediating variable. In terms of research subjects, studies have mainly centered on hotel staff, bank employees, and academic professionals, while research on the transportation service industry is notably lacking. To address these gaps, this study focuses on the transportation service industry as its primary research focus. Data will be gathered through questionnaires and analyzed via structural equation modeling (SEM) to assess the impacts of leadership idealization, individualized consideration, inspirational motivation, and intellectual stimulation on employee burnout and managerial performance. Organizational citizenship performance is incorporated as a moderating variable, and employee empowerment was examined as a mediating variable. This study will offer a comprehensive comprehension of the mechanisms by which transformational leadership affects employee burnout and managerial performance, thereby providing valuable insights and actionable suggestions for the growth and development of enterprises. 2. Literature Review, Hypotheses and Theoretical Framework 2.1. Literature Review and Hypotheses This study builds upon a comprehensive review of the existing literature and proposes a novel perspective based on the findings and theoretical gaps identified. The key literature sources consulted for this study are as follows: 2.1.1. Research on Transformational Leadership Previous research has affirmed a close connection between leadership theory and transformational leadership theory. Burns, a seminal contributor to this field, first articulated the concept of transformational leadership. This form of leadership is characterized by its ability to actively enhance employees’ work motivation and capabilities while fostering mutual moral development. Moreover, transformational leaders prioritize the well-being of employees by encouraging them to set long-term goals, develop strategic plans, and cultivate a strong sense of organizational commitment ( Hoch, 2018; Kwan, 2020 ). Poethke introduced the concept of charismatic leadership in his seminal work, emphasizing that leaders must cultivate behavioral and linguistic charisma to ensure employees identify with their vision and follow their direction ( Poethke et al., 2022 ). Building on this foundation, subsequent scholars enriched the theoretical framework of transformational leadership, emphasizing its role in influencing and modifying employee behavior. Based on an analysis of leader-employee interactions, The following four dimensions summarized the transformational leadership: idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration. This framework not only advanced theoretical understanding but also highlighted future research directions, including the examination of the association between transformational leadership and employee performance ( Nazir, 2021; Kjeldsen, 2023; Jensen, 2020; Sagrim, 2019 ). The scope of research in this domain has expanded significantly, encompassing diverse fields such as psychology, cognitive science, and value alignment. This study aims to further investigate mediating mechanisms linking transformational leadership to organizational performance, extending prior research findings. 2.1.2. Impact of transformational leadership on employee burnout Leadership style is a significant factor influencing job burnout ( Garg, 2022 ). Numerous studies have examined the relationships among these variables. Findings indicate that leadership style and behavior are directly correlated with the degree of burnout experienced by subordinates ( Moriano, Juan A., Fernando Molero, Ana Laguía, Mario Mikulincer, & Phillip R. Shaver, 2021 ). However, research on the relationship between transformational leadership, a highly effective leadership style, and employee burnout remains limited. Results of previous research are still controversial, and a hundred schools of thought are contending with each other at present. Research has shown a significant inverse relationship between staff burnout and the caring dimension of leadership styles. For example, a study on nurses' burnout reported a strong negative indirect effect (− 0.089, p < .01) ( Xiaxin Wu, Hayter, Mark, Lee, Amanda J., et al., 2020 ). Similarly, Zhou Xinyu and Guo Ming's research demonstrated a significant negative correlation between high-performance work systems and employees' job burnout ( Yun, 2022 ). Furthermore, Liu Chunli, Liu Siqi, and colleagues explored that transformational leadership was negatively connected with all dimensions of burnout among CDC staff in China ( Liu et al., 2019 ). Building upon these results, the hypotheses are proposed as follows: H1: Transformational Leadership(TL) has a negative effect of Employee Burnout H1a: TL’s Idealized Influence has a negative effect on Employee Burnout H1b: TL’s Individualized Consideration has a negative effect on Employee Burnout H1c: TL’s Inspirational Motivation has a negative effect on Employee burnout H1d: TL’s Intellectual Stimulation has a negative effect on Employee Burnout 2.1.3. Impact of transformational leadership on managerial performance Managerial performance serves as a key indicator for evaluating organizational development, offering a holistic measure of operational and managerial effectiveness. Consequently, it has become a focal point in academic research. As key decision-makers, managers exert substantial influence on an enterprise's strategic direction, priorities, and development trajectory. Transformational leadership, as a prominent leadership style, plays a pivotal role in this context. Managers who adopt transformational leadership approaches significantly impact organizational members, motivating them to achieve organizational objectives and enhancing managerial performance. Empirical studies across diverse enterprises and leadership levels consistently demonstrate a positive correlation between transformational leadership and managerial outcomes ( Lifeng Zhong, Zhen Wang, Mei Li, & Chaoping Li, 2013 ). The study suggested that style of leadership has a distinctly positive and firsthand impact on managerial results( Thi ThuNguyen, LokmanMia, LanitaWinata and Vincent K.Chong, 2017 ). In a word, the association of transformational leadership with managerial achievements is mostly viewed as having a positive influence as suggested by Jankelová, Nadežda, Zuzana Joniaková,et al(2020) & Taba, Muhammad Idrus,Sobarsyah, Muhammad(2017) . Under the above research, we presented the hypothesis below: H2: Transformational leadership positively influences managerial performance. H2a: TL’s Idealized Influence positively influences Managerial Performance H2b: TL’s Individualized Consideration has a positive effect on Managerial Performance H2c: TL’s Inspirational Motivation has a positive effect on Managerial Performance H2d: TL’s Intellectual Stimulation has a positive effect on Managerial Performance 2.1.4. Effect of transformational leadership on organizational citizenship behavior Based on the all-round leadership theory, transformational leadership inherently encourages employees to carry out self - monitoring and self - management. It fosters a deep internalization of organizational goals, stimulates higher-order spiritual needs, promotes team cohesion, encourages individual creativity, and drives organizational change. This approach also emphasizes the continuous exploration of essential leadership qualities such as communication skills, inspiration, and charisma ( Nam, 2024 ). Empirical research suggests that transformational leadership behaviors are aimed at challenging the status quo, achieving organizational transformation, and fundamentally restructuring infrastructure and resource allocation. These behaviors have been shown to exert a significant positive influence on employees' actions and attitudes ( Puni, 2022 ). In general, we believe that transformational leadership has a favourable effect on the behavior of employee through the following ways. Transformational leaders cultivate a sense of collective identity through ideological charisma, thereby influencing the values and attitudes of their subordinates ( Guarana, 2021 ). Furthermore, studies indicate that employees with high levels of intrinsic motivation and strong organizational identification are more likely to exhibit positive organizational behaviors ( Thibault, 2020 ). Building on these research foundations, the study contends that transformational leadership has a propitious influence on organizational performance. Based on the above findings, we present the following hypothesis: H3: Transformational leadership significantly enhances organizational citizenship behavior. H3a: There is a significant effect of Organizational Citizenship Behavior on Employee Burnout. H3b: The relationship between Transformational Leadership and Employee Burnout is mediated by Organizational Citizenship Behavior. 2.1.5. Employee empowerment as a moderate role The association of transformational leadership, staff empowerment, and employee performance has been extensively explored in the literature ( Chaoping Li, Bao Tian, & Kan Shi, 2006 ). Transformational leaders inspire employees by instilling enthusiasm and emphasizing the significance of their work, thereby enhancing their confidence and self-efficacy ( Ytterstad Stig & Olaisen Johan, 2021 ). Additionally, transformational leaders encourage employees to continuously surpass their limits and innovate in their roles, fostering a culture where creative problem-solving is actively promoted ( Chaoping Li, Bao Tian, & Kan Shi, 2006 ). Given these discoveries, hypotheses are proposed as follows : H4: The effect of Transformational Leadership on Employee Burnout is moderated by Employee Empowerment. H5: The effect of Transformational Leadership on Managerial Results is moderated by Employee Empowerment. 2.2 Theoretical Framework The theoretic structure presented for the work is shown in Fig. 1 . 3. Methodology 3.1. Research methods The theoretical model suggests that transformational leadership has a measurable effect on variables such as organizational employee behavior, employee empowerment, employee burnout, and managerial performance. Consequently, this study will incorporate these five variables as control factors to ensure a comprehensive analysis. Transformational leadership is conceptualized through four dimensions: idealized influence, individualized consideration, inspirational encouragement, and intellectual stimulation, encompassing a total of 80 specific items to capture its multifaceted nature. Organizational employee behavior was measured using a scale developed by Li et al. ( 2022 ), which comprises 20 items, including statements such as "I create a healthy and happy atmosphere in the workplace." Employee empowerment was assessed using a 14-item scale, with examples including "I can do almost anything to produce high-quality work." Employee burnout was evaluated with a 16-item scale, including items such as "I feel depleted of physical or emotional energy." Managerial performance was measured using a 16-item scale, with items such as "The manager's ability to set reasonable goals, objectives, and plans for the organization and develop effective strategies to achieve those goals." Each item is scored on a five-point Likert Scale, with values from 1, which meant “strongly disagree”, to 5, which meant “strongly agree”. 3.2. Research object and process Data collection primarily utilized the "snowball" sampling method within the framework of non-probability sampling. To guarantee the reliability of the sample data, the research commenced with presenting the research aims, sample criteria, and questionnaire details to the enterprise representatives. Subsequently, the questionnaire was distributed to respondents via an electronic link. Given the sensitive nature of leadership evaluation, the study emphasized the importance of complete anonymity in the questionnaire instructions to protect the respondents’ confidentiality and encourage honest feedback. Between September 10 and September 23, 2022, data were collected from 105 employees across five logistics companies. After excluding incomplete or unqualified responses, 103 valid questionnaires were obtained, leading to an effective response rate of 96.26%. An empirical analysis was conducted based on these 103 valid responses. The fundamental characteristics of the sample are summarized in Table 1 . The proportion of male respondents is over half, accounting for 86.1%. The survey participants were predominantly younger employees who had worked in their respective companies for 4–6 years, representing 48.4% of the sample. Additionally, most respondents were from non-listed companies, aligning closely with the actual industry demographics. Table 1 Basic information of the sample Feature Value Frequency Frequency (%) Gender Female Man 14 87 13.9 86.1 Working years 3 or less 4–6 7–9 10 or above 9 72 14 6 8.9 71.3 13.9 5.9 Company Type Unlisted company Listed company 89 12 88.1 11.9 4. Result analysis 4.1. Reliability Analysis The reliability of each scale applied in this paper was assessed with the use of SPSS software. The Cronbach's alpha coefficients for the employee empowerment (SQ), employee burnout (JD), managerial performance (GL), and organizational citizenship behavior (ZZ) scales were 0.934, 0.892, 0.748, and 0.936, respectively. Similarly, the Cronbach's alpha scores related to the four sub-dimensions of transformational leadership—idealized influence (LX), individualized consideration (GX), inspirational encouragement (QF), and intellectual stimulation (ZL)—were 0.926, 0.930, 0.883, and 0.956, respectively. These results point to the fact that the scales applied in this paper display high reliability, suggesting that the data collected are both consistent and accurate for subsequent analysis. 4.2. Confirmatory factor analysis To examine the discriminant validity of 8 main variables, AMOS23.0 was used to carry out confirmatory factor analysis on idealization influence, individualized consideration, heuristic encouragement, intellectual motivation, organizational employee behavior, employee empowerment, employee burnout, and management performance. According to the verification results in Table 2 , χ2/df = 1.534, TLI = 0.923, CFI = 0.933, RMSEA = 0.073, RMR = 0.029, compared with other factor models, the eight-factor model has the best fitting effect, which proves that this study8. The measurement of each variable has excellent discriminant validity. Table 2 Results of confirmatory factor analysis Adaptation indicator 2/df TLI IFI CFI RMSEA RMR model fit 1.543 0.923 0.934 0.933 0.073 0.029 Guideline 0.9 > 0.9 > 0.9 < 0.08 < 0.08 After adjustment, the CR value of each scale exceeded 0.8, and the AVE value was surpassed 0.5, indicating that the scale possesses good construct reliability and convergent validity. 4.3. The effect of transformational leadership on employee burnout and management performance Regression analysis is a statistical analytical approach utilized by statisticians to establish the interdependent quantitative relationship among two or more variables. The outcomes of the regression analysis for related variables are presented in the table below. Table 3 Regression analysis results of transformational leadership on employee burnout Predictor r \(\:\varDelta\:\) r 2 B SE \(\:{\beta\:}\) \(\:{\rho\:}\) F-sig 0.758 0.575 0.000 (Constant) 5.169 .247 .000 LX − .089 .100 − .125 .376 GX − .188 .103 − .251 .072 QF .047 .073 .067 .519 ZL − .446 .072 − .617 .000 It can be seen from Table 3 that idealized impact, personalization, spiritual motivation and employee burnout are not significantly linearly correlated (ρ = 0.376, 0.072, 0.519, all greater than 0.05), so the assumptions H1a, H1b, and H1c do not hold; There is a unfavorable impact on employee burnout (β=-0.617, ρ < 0.05), assuming that H1d holds. Therefore, Transformational leadership manifest a detrimental influence on employee burnout, assuming that H1 holds. Table 4 Regression analysis results of transformational leadership on management performance Predictor r \(\:\varDelta\:\) r2 B SE \(\:{\beta\:}\) \(\:{\rho\:}\) F-sig 0.563 0.371 0.000 (Constant) 1.903 .374 .000 LX .342 .151 .404 .026 GX .081 .156 .091 .604 QF − .203 .110 − .244 .068 ZL .328 .109 .380 .003 As can be seen from Table 4 , the idealized influence, intellectual Simulation and management performance has a positive influence (β = 0.404, ρ < 0.05; β = 0.380, ρ < 0.05), the assumptions H2a and H2d hold; individualized consideration, Inspirational motivation, The linear correlation with management performance is not significant (ρ are 0.604, 0.068, all greater than 0.05), so hypothesis H2b and H2c do not hold; therefore, transformational leadership manifest a favourable influence on management performance, assuming H2 holds. 4.4. Organizational Citizenship’s mediating role As can be seen from Table 5 that the idealized influence manifest a positive influence on Organizational Citizenship (β = 0.424, ρ < 0.05), and the linear correlation between individualized consideration, Inspirational motivation, intellectual Simulation and Organizational Citizenship is not significant, so hypothesis H3 is established; It can be seen from Table 6 that Organizational Citizenship manifest a negative impact on employee burnout (β=-0.460, ρ < 0.05), so it is assumed that H3a holds. Table 5 Regression analysis results of transformational leadership on Organizational Citizenship Predictor r \(\:\varDelta\:\) r2 B SE \(\:{\beta\:}\) \(\:{\rho\:}\) F-sig 0.461 0.321 0.000 (Constant) 2.194 .404 .000 LX .362 .163 .424 .029 GX − .043 .169 − .048 .799 QF − .089 .119 − .106 .458 ZL .229 .118 .264 .055 Table 6 The regression analysis results of Organizational Citizenship on employee burnout Predictor r \(\:\varDelta\:\) r2 B SE \(\:{\beta\:}\) \(\:{\rho\:}\) F-sig 0.460 0.212 0.000 (Constant) 3.977 .301 .000 LX − .383 .074 − .460 .000 Drawing on the research method of Preacher and Hayes (2008), the number of sampling times is set to 5000 times, and the confidence interval is set to 95% to test whether there is a mediating effect in the model. This method has good measurement effect and the result is relatively stable. It can verify multiple mediation effects and overall neutralization effects at the same time. The estimated value of the mediating effect can be regarded as significant if the 95% confidence interval excludes zero. The analysis results of the process confidence interval macro program of Spss are as follows: from Table 8 , the confidence interval in the mediation utility analysis of 95% QF→ZZ→GL and ZL→ZZ→GL includes 0, and other dimensions do not include 0, so inspirational motivation to organizational citizenship to management performance is not supported. And intellectual simulation to organizational citizenship to management performance is not supported. In the Table 7 , BL→ZZ→JD and BL→ZZ→GL are all supported, which illustrates that organization Citizenship behavior plays a mediating role between TL and employee burnout, between TL and management performance. From this, it can be assumed that H3b holds. Table 7 Mediation effect( 1 ) Hypothesis Mediation Path Indirect Effect Coefficient Two-sided P value 95% Confidence Interval Mediation Effect Lower Upper LX→ZZ→JD -0.09 0.000 -0.216 -0.001 support LX→ZZ→GL 0.258 0.000 0.054 0.438 support GX→ZZ→JD -0.085 0.000 -0.210 0.000 support GX→ZZ→GL 0.238 0.001 -0.002 0.458 support QF→ZZ→JD -0.061 0.000 -0.172 0.000 support QF→ZZ→GL 0.167 0.473 -0.013 0.384 not support ZL→ZZ→JD -0.061 0.000 -0.170 0.000 support ZL→ZZ→GL 0.200 0.059 -0.018 0.419 not support Table 8 Mediation effect( 2 ) Hypothesis Mediation Path Indirect Effect Coefficient Two-sided P value 95% Confidence Interval Mediation Effect Lower Upper BL→ZZ→JD -0.5674 0.000 -0.7031 -0.4318 support BL→ZZ→GL 0.1968 0.0044 0.0630 0.3307 support 4.5. Employee empowerment as moderating role As can be seen from Model 6 in Table 9 that the interaction term between transformational leadership and employee empowerment (β = -0.530, p < 0.05) significantly affects employee burnout behavior, so employee empowerment negatively moderates the association between transformational leadership and employee burnout performance. H4 is supported. Similarly, in Table 10 , the interaction item amid transformational leadership and employee empowerment (β = 0.266, p < 0.05) significantly affects management performance, and H5 is supported. Table 9 The impact of transformational leadership and staff empowerment on staff burnout Model Unstandardized Coefficients Unstandardized Coefficients t Sig. B SE 1 (Constant) 4.929 .276 17.839 .000 BL − .215 .064 − .258 -3.364 .001 SQ − .418 .057 − .562 -7.330 .000 2 (Constant) 3.533 .314 11.259 .000 BL − .001 .063 − .001 − .013 .990 SQ − .294 .051 − .396 -5.724 .000 BL* SQ − .364 .055 − .530 -6.591 .000 Table 10 The impact of transformational leadership and staff empowerment on management behavior Model Unstandardized Coefficients Unstandardized Coefficients t Sig. B SE 1 (Constant) .633 .265 2.387 .019 BL .754 .061 .761 12.304 .000 SQ .116 .055 .131 2.116 .037 2 (Constant) 1.467 .339 4.324 .000 BL .627 .068 .632 9.255 .000 SQ .042 .055 .047 .752 .454 BL* SQ .217 .060 .266 3.641 .000 5 Discussion This study aims to make a theoretical contribution by examining the intricate relationships among the four dimensions of transformational leadership, employee burnout, and managerial performance. Furthermore, the research extends the existing literature by integrating organizational citizenship behavior (OCB) and exploring the moderating role of employee empowerment in the relationships between transformational leadership and both employee burnout and managerial performance, specifically within the context of transport service firms. The structural equation modeling analysis provided robust support for the hypothesized model, confirming the validity of the proposed relationships. Specifically, the findings revealed that transformational leadership exerts a significant negative impact on employee burnout, suggesting that leaders who exhibit transformational behaviors—such as idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration—are effective in mitigating the psychological and emotional exhaustion experienced by employees. Concurrently, transformational leadership was found to have a positive and statistically significant effect on managerial performance, indicating that such leadership behaviors enhance the effectiveness and efficiency of managerial functions within the organization. Moreover, the study identified organizational citizenship behavior (OCB) as a critical mediating mechanism in the relationship between transformational leadership and managerial performance. This implies that transformational leaders foster a work environment that encourages employees to engage in discretionary behaviors that are not explicitly recognized by the formal reward system but contribute to the overall functioning and success of the organization. These behaviors, in turn, enhance managerial performance by promoting a collaborative and supportive organizational culture. Additionally, the research highlighted the moderating role of employee empowerment in the relationship between transformational leadership and managerial performance. Specifically, the results indicated that the positive impact of transformational leadership on managerial performance is amplified in contexts where employees perceive a high degree of empowerment. This suggests that when employees feel empowered—through access to information, resources, and decision-making authority—they are more likely to respond positively to transformational leadership behaviors, thereby enhancing managerial outcomes. In conclusion, this study not only advances the theoretical understanding of the mechanisms through which transformational leadership influences employee burnout and managerial performance but also underscores the importance of organizational citizenship behavior and employee empowerment as critical contextual factors. These findings have significant implications for practitioners, particularly in the transport service sector, by highlighting the need for leadership development programs that emphasize transformational behaviors and the creation of empowering work environments to optimize organizational performance and employee well-being. Declarations A statement of ethics approval This study was approved by the RIC in Lyceum of the Philippines University on 6th of November 2024, with job order No. RIC-JO-010-2425. Author Contribution Zhao wrote the whole manuscript text. Acknowledgment I would like to extend my sincere gratitude to the managers and employees of the transport service enterprises who participated in this study. Your active cooperation and genuine contributions during the questionnaire surveys and interviews were instrumental in providing the valuable primary data essential to this research. 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Introduction","content":"\u003cp\u003eIn the context of the global economic slowdown, enterprises are increasingly adopting diversified organizational structures to secure a competitive edge in an intensifying market. To enhance organizational resilience and productivity in such turbulent environments, reducing employee burnout and improving employee performance have become critical priorities (\u003cem\u003eDaniel Dorta-Afonso, Laura Romero-Dom\u0026iacute;nguez, Claudia Ben\u0026iacute;tez-N\u0026uacute;\u0026ntilde;ez, 2023\u003c/em\u003e). The transportation service industry, characterized by its unique operational requirements, presents distinct challenges: its outdoor operating environment demands sustained concentration, and prolonged work periods often result in psychological fatigue and disengagement among employees. In this regard, transformational leadership holds significant potential for driving the revitalization and sustainable development of the transportation service sector.\u003c/p\u003e \u003cp\u003eDespite its importance, research on transformational leadership remains limited, with most studies focusing on its unidirectional impact on employee performance. However, the dual effects of transformational leadership on employee burnout and managerial performance remain largely unexplored. Moreover, the current research predominantly adopts an organizational-level perspective, with few studies incorporating organizational citizenship behavior as a moderating variable and employee empowerment as a mediating variable. In terms of research subjects, studies have mainly centered on hotel staff, bank employees, and academic professionals, while research on the transportation service industry is notably lacking.\u003c/p\u003e \u003cp\u003eTo address these gaps, this study focuses on the transportation service industry as its primary research focus. Data will be gathered through questionnaires and analyzed via structural equation modeling (SEM) to assess the impacts of leadership idealization, individualized consideration, inspirational motivation, and intellectual stimulation on employee burnout and managerial performance. Organizational citizenship performance is incorporated as a moderating variable, and employee empowerment was examined as a mediating variable. This study will offer a comprehensive comprehension of the mechanisms by which transformational leadership affects employee burnout and managerial performance, thereby providing valuable insights and actionable suggestions for the growth and development of enterprises.\u003c/p\u003e"},{"header":"2. Literature Review, Hypotheses and Theoretical Framework","content":"\u003cdiv id=\"Sec3\" class=\"Section2\"\u003e \u003ch2\u003e2.1. Literature Review and Hypotheses\u003c/h2\u003e \u003cp\u003eThis study builds upon a comprehensive review of the existing literature and proposes a novel perspective based on the findings and theoretical gaps identified. The key literature sources consulted for this study are as follows:\u003c/p\u003e \u003cdiv id=\"Sec4\" class=\"Section3\"\u003e \u003ch2\u003e2.1.1. Research on Transformational Leadership\u003c/h2\u003e \u003cp\u003ePrevious research has affirmed a close connection between leadership theory and transformational leadership theory. Burns, a seminal contributor to this field, first articulated the concept of transformational leadership. This form of leadership is characterized by its ability to actively enhance employees\u0026rsquo; work motivation and capabilities while fostering mutual moral development. Moreover, transformational leaders prioritize the well-being of employees by encouraging them to set long-term goals, develop strategic plans, and cultivate a strong sense of organizational commitment (\u003cem\u003eHoch, 2018; Kwan, 2020\u003c/em\u003e).\u003c/p\u003e \u003cp\u003ePoethke introduced the concept of charismatic leadership in his seminal work, emphasizing that leaders must cultivate behavioral and linguistic charisma to ensure employees identify with their vision and follow their direction (\u003cem\u003ePoethke et al., 2022\u003c/em\u003e). Building on this foundation, subsequent scholars enriched the theoretical framework of transformational leadership, emphasizing its role in influencing and modifying employee behavior. Based on an analysis of leader-employee interactions, The following four dimensions summarized the transformational leadership: idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration. This framework not only advanced theoretical understanding but also highlighted future research directions, including the examination of the association between transformational leadership and employee performance (\u003cem\u003eNazir, 2021; Kjeldsen, 2023; Jensen, 2020; Sagrim, 2019\u003c/em\u003e). The scope of research in this domain has expanded significantly, encompassing diverse fields such as psychology, cognitive science, and value alignment. This study aims to further investigate mediating mechanisms linking transformational leadership to organizational performance, extending prior research findings.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec5\" class=\"Section3\"\u003e \u003ch2\u003e2.1.2. Impact of transformational leadership on employee burnout\u003c/h2\u003e \u003cp\u003eLeadership style is a significant factor influencing job burnout (\u003cem\u003eGarg, 2022\u003c/em\u003e). Numerous studies have examined the relationships among these variables. Findings indicate that leadership style and behavior are directly correlated with the degree of burnout experienced by subordinates (\u003cem\u003eMoriano, Juan A., Fernando Molero, Ana Lagu\u0026iacute;a, Mario Mikulincer, \u0026amp; Phillip R. Shaver, 2021\u003c/em\u003e).\u003c/p\u003e \u003cp\u003eHowever, research on the relationship between transformational leadership, a highly effective leadership style, and employee burnout remains limited. Results of previous research are still controversial, and a hundred schools of thought are contending with each other at present.\u003c/p\u003e \u003cp\u003eResearch has shown a significant inverse relationship between staff burnout and the caring dimension of leadership styles. For example, a study on nurses' burnout reported a strong negative indirect effect (\u0026minus;\u0026thinsp;0.089, p\u0026thinsp;\u0026lt;\u0026thinsp;.01) (\u003cem\u003eXiaxin Wu, Hayter, Mark, Lee, Amanda J., et al., 2020\u003c/em\u003e). Similarly, Zhou Xinyu and Guo Ming's research demonstrated a significant negative correlation between high-performance work systems and employees' job burnout (\u003cem\u003eYun, 2022\u003c/em\u003e). Furthermore, Liu Chunli, Liu Siqi, and colleagues explored that transformational leadership was negatively connected with all dimensions of burnout among CDC staff in China (\u003cem\u003eLiu et al., 2019\u003c/em\u003e). Building upon these results, the hypotheses are proposed as follows:\u003c/p\u003e \u003cp\u003eH1: Transformational Leadership(TL) has a negative effect of Employee Burnout\u003c/p\u003e \u003cp\u003eH1a: TL\u0026rsquo;s Idealized Influence has a negative effect on Employee Burnout\u003c/p\u003e \u003cp\u003eH1b: TL\u0026rsquo;s Individualized Consideration has a negative effect on Employee Burnout\u003c/p\u003e \u003cp\u003eH1c: TL\u0026rsquo;s Inspirational Motivation has a negative effect on Employee burnout\u003c/p\u003e \u003cp\u003eH1d: TL\u0026rsquo;s Intellectual Stimulation has a negative effect on Employee Burnout\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec6\" class=\"Section3\"\u003e \u003ch2\u003e2.1.3. Impact of transformational leadership on managerial performance\u003c/h2\u003e \u003cp\u003eManagerial performance serves as a key indicator for evaluating organizational development, offering a holistic measure of operational and managerial effectiveness. Consequently, it has become a focal point in academic research. As key decision-makers, managers exert substantial influence on an enterprise's strategic direction, priorities, and development trajectory. Transformational leadership, as a prominent leadership style, plays a pivotal role in this context. Managers who adopt transformational leadership approaches significantly impact organizational members, motivating them to achieve organizational objectives and enhancing managerial performance. Empirical studies across diverse enterprises and leadership levels consistently demonstrate a positive correlation between transformational leadership and managerial outcomes (\u003cem\u003eLifeng Zhong, Zhen Wang, Mei Li, \u0026amp; Chaoping Li, 2013\u003c/em\u003e). The study suggested that style of leadership has a distinctly positive and firsthand impact on managerial results(\u003cem\u003eThi ThuNguyen, LokmanMia, LanitaWinata and Vincent K.Chong, 2017\u003c/em\u003e).\u003c/p\u003e \u003cp\u003eIn a word, the association of transformational leadership with managerial achievements is mostly viewed as having a positive influence as suggested by \u003cem\u003eJankelov\u0026aacute;, Nadežda, Zuzana Joniakov\u0026aacute;,et al(2020)\u003c/em\u003e\u0026amp;\u003cem\u003eTaba, Muhammad Idrus,Sobarsyah, Muhammad(2017)\u003c/em\u003e. Under the above research, we presented the hypothesis below:\u003c/p\u003e \u003cp\u003eH2: Transformational leadership positively influences managerial performance.\u003c/p\u003e \u003cp\u003eH2a: TL\u0026rsquo;s Idealized Influence positively influences Managerial Performance\u003c/p\u003e \u003cp\u003eH2b: TL\u0026rsquo;s Individualized Consideration has a positive effect on Managerial Performance\u003c/p\u003e \u003cp\u003eH2c: TL\u0026rsquo;s Inspirational Motivation has a positive effect on Managerial Performance\u003c/p\u003e \u003cp\u003eH2d: TL\u0026rsquo;s Intellectual Stimulation has a positive effect on Managerial Performance\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec7\" class=\"Section3\"\u003e \u003ch2\u003e2.1.4. Effect of transformational leadership on organizational citizenship behavior\u003c/h2\u003e \u003cp\u003eBased on the all-round leadership theory, transformational leadership inherently encourages employees to carry out self - monitoring and self - management. It fosters a deep internalization of organizational goals, stimulates higher-order spiritual needs, promotes team cohesion, encourages individual creativity, and drives organizational change. This approach also emphasizes the continuous exploration of essential leadership qualities such as communication skills, inspiration, and charisma (\u003cem\u003eNam, 2024\u003c/em\u003e). Empirical research suggests that transformational leadership behaviors are aimed at challenging the status quo, achieving organizational transformation, and fundamentally restructuring infrastructure and resource allocation. These behaviors have been shown to exert a significant positive influence on employees' actions and attitudes (\u003cem\u003ePuni, 2022\u003c/em\u003e). In general, we believe that transformational leadership has a favourable effect on the behavior of employee through the following ways.\u003c/p\u003e \u003cp\u003eTransformational leaders cultivate a sense of collective identity through ideological charisma, thereby influencing the values and attitudes of their subordinates (\u003cem\u003eGuarana, 2021\u003c/em\u003e). Furthermore, studies indicate that employees with high levels of intrinsic motivation and strong organizational identification are more likely to exhibit positive organizational behaviors (\u003cem\u003eThibault, 2020\u003c/em\u003e). Building on these research foundations, the study contends that transformational leadership has a propitious influence on organizational performance. Based on the above findings, we present the following hypothesis:\u003c/p\u003e \u003cp\u003eH3: Transformational leadership significantly enhances organizational citizenship behavior.\u003c/p\u003e \u003cp\u003eH3a: There is a significant effect of Organizational Citizenship Behavior on Employee Burnout.\u003c/p\u003e \u003cp\u003eH3b: The relationship between Transformational Leadership and Employee Burnout is mediated by Organizational Citizenship Behavior.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec8\" class=\"Section3\"\u003e \u003ch2\u003e2.1.5. Employee empowerment as a moderate role\u003c/h2\u003e \u003cp\u003eThe association of transformational leadership, staff empowerment, and employee performance has been extensively explored in the literature (\u003cem\u003eChaoping Li, Bao Tian, \u0026amp; Kan Shi, 2006\u003c/em\u003e). Transformational leaders inspire employees by instilling enthusiasm and emphasizing the significance of their work, thereby enhancing their confidence and self-efficacy (\u003cem\u003eYtterstad Stig \u0026amp; Olaisen Johan, 2021\u003c/em\u003e). Additionally, transformational leaders encourage employees to continuously surpass their limits and innovate in their roles, fostering a culture where creative problem-solving is actively promoted (\u003cem\u003eChaoping Li, Bao Tian, \u0026amp; Kan Shi, 2006\u003c/em\u003e). Given these discoveries, hypotheses are proposed as follows :\u003c/p\u003e \u003cp\u003eH4: The effect of Transformational Leadership on Employee Burnout is moderated by Employee Empowerment.\u003c/p\u003e \u003cp\u003eH5: The effect of Transformational Leadership on Managerial Results is moderated by Employee Empowerment.\u003c/p\u003e \u003c/div\u003e \u003c/div\u003e \u003cdiv id=\"Sec9\" class=\"Section2\"\u003e \u003ch2\u003e2.2 Theoretical Framework\u003c/h2\u003e \u003cp\u003eThe theoretic structure presented for the work is shown in Fig.\u0026nbsp;\u003cspan refid=\"Fig1\" class=\"InternalRef\"\u003e1\u003c/span\u003e.\u003c/p\u003e \u003cp\u003e \u003c/p\u003e \u003c/div\u003e"},{"header":"3. Methodology","content":"\u003cdiv id=\"Sec11\" class=\"Section2\"\u003e \u003ch2\u003e3.1. Research methods\u003c/h2\u003e \u003cp\u003eThe theoretical model suggests that transformational leadership has a measurable effect on variables such as organizational employee behavior, employee empowerment, employee burnout, and managerial performance. Consequently, this study will incorporate these five variables as control factors to ensure a comprehensive analysis. Transformational leadership is conceptualized through four dimensions: idealized influence, individualized consideration, inspirational encouragement, and intellectual stimulation, encompassing a total of 80 specific items to capture its multifaceted nature.\u003c/p\u003e \u003cp\u003eOrganizational employee behavior was measured using a scale developed by Li et al. (\u003cem\u003e2022\u003c/em\u003e), which comprises 20 items, including statements such as \"I create a healthy and happy atmosphere in the workplace.\" Employee empowerment was assessed using a 14-item scale, with examples including \"I can do almost anything to produce high-quality work.\" Employee burnout was evaluated with a 16-item scale, including items such as \"I feel depleted of physical or emotional energy.\" Managerial performance was measured using a 16-item scale, with items such as \"The manager's ability to set reasonable goals, objectives, and plans for the organization and develop effective strategies to achieve those goals.\" Each item is scored on a five-point Likert Scale, with values from 1, which meant \u0026ldquo;strongly disagree\u0026rdquo;, to 5, which meant \u0026ldquo;strongly agree\u0026rdquo;.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec12\" class=\"Section2\"\u003e \u003ch2\u003e3.2. Research object and process\u003c/h2\u003e \u003cp\u003eData collection primarily utilized the \"snowball\" sampling method within the framework of non-probability sampling. To guarantee the reliability of the sample data, the research commenced with presenting the research aims, sample criteria, and questionnaire details to the enterprise representatives. Subsequently, the questionnaire was distributed to respondents via an electronic link. Given the sensitive nature of leadership evaluation, the study emphasized the importance of complete anonymity in the questionnaire instructions to protect the respondents\u0026rsquo; confidentiality and encourage honest feedback.\u003c/p\u003e \u003cp\u003eBetween September 10 and September 23, 2022, data were collected from 105 employees across five logistics companies. After excluding incomplete or unqualified responses, 103 valid questionnaires were obtained, leading to an effective response rate of 96.26%. An empirical analysis was conducted based on these 103 valid responses. The fundamental characteristics of the sample are summarized in Table\u0026nbsp;\u003cspan refid=\"Tab1\" class=\"InternalRef\"\u003e1\u003c/span\u003e. The proportion of male respondents is over half, accounting for 86.1%. The survey participants were predominantly younger employees who had worked in their respective companies for 4\u0026ndash;6 years, representing 48.4% of the sample. Additionally, most respondents were from non-listed companies, aligning closely with the actual industry demographics.\u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab1\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 1\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eBasic information of the sample\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"4\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\"\u003e \u003cp\u003eFeature\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003eValue\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003eFrequency\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c4\"\u003e \u003cp\u003eFrequency (%)\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eGender\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eFemale\u003c/p\u003e \u003cp\u003eMan\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e14\u003c/p\u003e \u003cp\u003e87\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e13.9\u003c/p\u003e \u003cp\u003e86.1\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eWorking years\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e3 or less\u003c/p\u003e \u003cp\u003e4\u0026ndash;6\u003c/p\u003e \u003cp\u003e7\u0026ndash;9\u003c/p\u003e \u003cp\u003e10 or above\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e9\u003c/p\u003e \u003cp\u003e72\u003c/p\u003e \u003cp\u003e14\u003c/p\u003e \u003cp\u003e6\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e8.9\u003c/p\u003e \u003cp\u003e71.3\u003c/p\u003e \u003cp\u003e13.9\u003c/p\u003e \u003cp\u003e5.9\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eCompany Type\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eUnlisted company\u003c/p\u003e \u003cp\u003eListed company\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e89\u003c/p\u003e \u003cp\u003e12\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e88.1\u003c/p\u003e \u003cp\u003e11.9\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003c/div\u003e"},{"header":"4. Result analysis","content":"\u003cdiv id=\"Sec14\" class=\"Section2\"\u003e \u003ch2\u003e4.1. Reliability Analysis\u003c/h2\u003e \u003cp\u003eThe reliability of each scale applied in this paper was assessed with the use of SPSS software. The Cronbach's alpha coefficients for the employee empowerment (SQ), employee burnout (JD), managerial performance (GL), and organizational citizenship behavior (ZZ) scales were 0.934, 0.892, 0.748, and 0.936, respectively. Similarly, the Cronbach's alpha scores related to the four sub-dimensions of transformational leadership\u0026mdash;idealized influence (LX), individualized consideration (GX), inspirational encouragement (QF), and intellectual stimulation (ZL)\u0026mdash;were 0.926, 0.930, 0.883, and 0.956, respectively. These results point to the fact that the scales applied in this paper display high reliability, suggesting that the data collected are both consistent and accurate for subsequent analysis.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec15\" class=\"Section2\"\u003e \u003ch2\u003e4.2. Confirmatory factor analysis\u003c/h2\u003e \u003cp\u003eTo examine the discriminant validity of 8 main variables, AMOS23.0 was used to carry out confirmatory factor analysis on idealization influence, individualized consideration, heuristic encouragement, intellectual motivation, organizational employee behavior, employee empowerment, employee burnout, and management performance. According to the verification results in Table\u0026nbsp;\u003cspan refid=\"Tab2\" class=\"InternalRef\"\u003e2\u003c/span\u003e, χ2/df\u0026thinsp;=\u0026thinsp;1.534, TLI\u0026thinsp;=\u0026thinsp;0.923, CFI\u0026thinsp;=\u0026thinsp;0.933, RMSEA\u0026thinsp;=\u0026thinsp;0.073, RMR\u0026thinsp;=\u0026thinsp;0.029, compared with other factor models, the eight-factor model has the best fitting effect, which proves that this study8. The measurement of each variable has excellent discriminant validity.\u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab2\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 2\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eResults of confirmatory factor analysis\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"7\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c6\" colnum=\"6\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c7\" colnum=\"7\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\"\u003e \u003cp\u003eAdaptation indicator\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003e2/df\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003eTLI\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c4\"\u003e \u003cp\u003eIFI\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c5\"\u003e \u003cp\u003eCFI\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c6\"\u003e \u003cp\u003eRMSEA\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c7\"\u003e \u003cp\u003eRMR\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003emodel fit\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e1.543\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.923\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e0.934\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e0.933\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e0.073\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e \u003cp\u003e0.029\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eGuideline\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e\u0026lt;\u0026thinsp;5\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e\u0026gt;\u0026thinsp;0.9\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e\u0026gt;\u0026thinsp;0.9\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e\u0026gt;\u0026thinsp;0.9\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e\u0026lt;\u0026thinsp;0.08\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e \u003cp\u003e\u0026lt;\u0026thinsp;0.08\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003cp\u003eAfter adjustment, the CR value of each scale exceeded 0.8, and the AVE value was surpassed 0.5, indicating that the scale possesses good construct reliability and convergent validity.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec16\" class=\"Section2\"\u003e \u003ch2\u003e4.3. The effect of transformational leadership on employee burnout and management performance\u003c/h2\u003e \u003cp\u003eRegression analysis is a statistical analytical approach utilized by statisticians to establish the interdependent quantitative relationship among two or more variables. The outcomes of the regression analysis for related variables are presented in the table below.\u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab3\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 3\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eRegression analysis results of transformational leadership on employee burnout\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"8\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c6\" colnum=\"6\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c7\" colnum=\"7\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c8\" colnum=\"8\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\"\u003e \u003cp\u003ePredictor\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003er\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003e\u003cspan class=\"InlineEquation\"\u003e\u003cspan class=\"mathinline\"\u003e\\(\\:\\varDelta\\:\\)\u003c/span\u003e\u003c/span\u003er\u003csup\u003e2\u003c/sup\u003e\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c4\"\u003e \u003cp\u003eB\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c5\"\u003e \u003cp\u003eSE\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c6\"\u003e \u003cp\u003e\u003cspan class=\"InlineEquation\"\u003e\u003cspan class=\"mathinline\"\u003e\\(\\:{\\beta\\:}\\)\u003c/span\u003e\u003c/span\u003e\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c7\"\u003e \u003cp\u003e\u003cspan class=\"InlineEquation\"\u003e\u003cspan class=\"mathinline\"\u003e\\(\\:{\\rho\\:}\\)\u003c/span\u003e\u003c/span\u003e\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c8\"\u003e \u003cp\u003eF-sig\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e0.758\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.575\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c8\"\u003e \u003cp\u003e0.000\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e(Constant)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e5.169\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e.247\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e.000\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eLX\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.089\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e.100\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.125\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e.376\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eGX\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.188\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e.103\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.251\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e.072\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eQF\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e.047\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e.073\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e.067\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e.519\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eZL\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.446\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e.072\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.617\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e.000\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003cp\u003eIt can be seen from Table\u0026nbsp;\u003cspan refid=\"Tab3\" class=\"InternalRef\"\u003e3\u003c/span\u003e that idealized impact, personalization, spiritual motivation and employee burnout are not significantly linearly correlated (ρ\u0026thinsp;=\u0026thinsp;0.376, 0.072, 0.519, all greater than 0.05), so the assumptions H1a, H1b, and H1c do not hold; There is a unfavorable impact on employee burnout (β=-0.617, ρ\u0026thinsp;\u0026lt;\u0026thinsp;0.05), assuming that H1d holds. Therefore, Transformational leadership manifest a detrimental influence on employee burnout, assuming that H1 holds.\u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab4\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 4\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eRegression analysis results of transformational leadership on management performance\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"8\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c6\" colnum=\"6\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c7\" colnum=\"7\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c8\" colnum=\"8\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\"\u003e \u003cp\u003ePredictor\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003er\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003e\u003cspan class=\"InlineEquation\"\u003e\u003cspan class=\"mathinline\"\u003e\\(\\:\\varDelta\\:\\)\u003c/span\u003e\u003c/span\u003er2\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c4\"\u003e \u003cp\u003eB\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c5\"\u003e \u003cp\u003eSE\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c6\"\u003e \u003cp\u003e\u003cspan class=\"InlineEquation\"\u003e\u003cspan class=\"mathinline\"\u003e\\(\\:{\\beta\\:}\\)\u003c/span\u003e\u003c/span\u003e\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c7\"\u003e \u003cp\u003e\u003cspan class=\"InlineEquation\"\u003e\u003cspan class=\"mathinline\"\u003e\\(\\:{\\rho\\:}\\)\u003c/span\u003e\u003c/span\u003e\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c8\"\u003e \u003cp\u003eF-sig\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e0.563\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.371\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c8\"\u003e \u003cp\u003e0.000\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e(Constant)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e1.903\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e.374\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e.000\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eLX\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e.342\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e.151\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e.404\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e.026\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eGX\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e.081\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e.156\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e.091\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e.604\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eQF\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.203\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e.110\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.244\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e.068\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eZL\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e.328\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e.109\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e.380\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e.003\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003cp\u003eAs can be seen from Table\u0026nbsp;\u003cspan refid=\"Tab4\" class=\"InternalRef\"\u003e4\u003c/span\u003e, the idealized influence, intellectual Simulation and management performance has a positive influence (β\u0026thinsp;=\u0026thinsp;0.404, ρ\u0026thinsp;\u0026lt;\u0026thinsp;0.05; β\u0026thinsp;=\u0026thinsp;0.380, ρ\u0026thinsp;\u0026lt;\u0026thinsp;0.05), the assumptions H2a and H2d hold; individualized consideration, Inspirational motivation, The linear correlation with management performance is not significant (ρ are 0.604, 0.068, all greater than 0.05), so hypothesis H2b and H2c do not hold; therefore, transformational leadership manifest a favourable influence on management performance, assuming H2 holds.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec17\" class=\"Section2\"\u003e \u003ch2\u003e4.4. Organizational Citizenship\u0026rsquo;s mediating role\u003c/h2\u003e \u003cp\u003eAs can be seen from Table\u0026nbsp;\u003cspan refid=\"Tab5\" class=\"InternalRef\"\u003e5\u003c/span\u003e that the idealized influence manifest a positive influence on Organizational Citizenship (β\u0026thinsp;=\u0026thinsp;0.424, ρ\u0026thinsp;\u0026lt;\u0026thinsp;0.05), and the linear correlation between individualized consideration, Inspirational motivation, intellectual Simulation and Organizational Citizenship is not significant, so hypothesis H3 is established; It can be seen from Table\u0026nbsp;\u003cspan refid=\"Tab6\" class=\"InternalRef\"\u003e6\u003c/span\u003e that Organizational Citizenship manifest a negative impact on employee burnout (β=-0.460, ρ\u0026thinsp;\u0026lt;\u0026thinsp;0.05), so it is assumed that H3a holds.\u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab5\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 5\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eRegression analysis results of transformational leadership on Organizational Citizenship\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"8\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c6\" colnum=\"6\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c7\" colnum=\"7\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c8\" colnum=\"8\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\"\u003e \u003cp\u003ePredictor\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003er\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003e\u003cspan class=\"InlineEquation\"\u003e\u003cspan class=\"mathinline\"\u003e\\(\\:\\varDelta\\:\\)\u003c/span\u003e\u003c/span\u003er2\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c4\"\u003e \u003cp\u003eB\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c5\"\u003e \u003cp\u003eSE\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c6\"\u003e \u003cp\u003e\u003cspan class=\"InlineEquation\"\u003e\u003cspan class=\"mathinline\"\u003e\\(\\:{\\beta\\:}\\)\u003c/span\u003e\u003c/span\u003e\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c7\"\u003e \u003cp\u003e\u003cspan class=\"InlineEquation\"\u003e\u003cspan class=\"mathinline\"\u003e\\(\\:{\\rho\\:}\\)\u003c/span\u003e\u003c/span\u003e\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c8\"\u003e \u003cp\u003eF-sig\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e0.461\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.321\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c8\"\u003e \u003cp\u003e0.000\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e(Constant)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e2.194\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e.404\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e.000\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eLX\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e.362\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e.163\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e.424\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e.029\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eGX\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.043\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e.169\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.048\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e.799\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eQF\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.089\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e.119\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.106\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e.458\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eZL\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e.229\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e.118\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e.264\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e.055\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab6\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 6\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eThe regression analysis results of Organizational Citizenship on employee burnout\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"8\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c6\" colnum=\"6\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c7\" colnum=\"7\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c8\" colnum=\"8\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\"\u003e \u003cp\u003ePredictor\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003er\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003e\u003cspan class=\"InlineEquation\"\u003e\u003cspan class=\"mathinline\"\u003e\\(\\:\\varDelta\\:\\)\u003c/span\u003e\u003c/span\u003er2\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c4\"\u003e \u003cp\u003eB\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c5\"\u003e \u003cp\u003eSE\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c6\"\u003e \u003cp\u003e\u003cspan class=\"InlineEquation\"\u003e\u003cspan class=\"mathinline\"\u003e\\(\\:{\\beta\\:}\\)\u003c/span\u003e\u003c/span\u003e\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c7\"\u003e \u003cp\u003e\u003cspan class=\"InlineEquation\"\u003e\u003cspan class=\"mathinline\"\u003e\\(\\:{\\rho\\:}\\)\u003c/span\u003e\u003c/span\u003e\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c8\"\u003e \u003cp\u003eF-sig\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e0.460\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.212\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c8\"\u003e \u003cp\u003e0.000\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e(Constant)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e3.977\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e.301\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e.000\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eLX\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.383\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e.074\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.460\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e.000\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003cp\u003eDrawing on the research method of Preacher and Hayes (2008), the number of sampling times is set to 5000 times, and the confidence interval is set to 95% to test whether there is a mediating effect in the model. This method has good measurement effect and the result is relatively stable. It can verify multiple mediation effects and overall neutralization effects at the same time. The estimated value of the mediating effect can be regarded as significant if the 95% confidence interval excludes zero. The analysis results of the process confidence interval macro program of Spss are as follows: from Table\u0026nbsp;\u003cspan refid=\"Tab8\" class=\"InternalRef\"\u003e8\u003c/span\u003e, the confidence interval in the mediation utility analysis of 95% QF\u0026rarr;ZZ\u0026rarr;GL and ZL\u0026rarr;ZZ\u0026rarr;GL includes 0, and other dimensions do not include 0, so inspirational motivation to organizational citizenship to management performance is not supported. And intellectual simulation to organizational citizenship to management performance is not supported.\u003c/p\u003e \u003cp\u003eIn the Table \u003cspan refid=\"Tab7\" class=\"InternalRef\"\u003e7\u003c/span\u003e, BL\u0026rarr;ZZ\u0026rarr;JD and BL\u0026rarr;ZZ\u0026rarr;GL are all supported, which illustrates that organization Citizenship behavior plays a mediating role between TL and employee burnout, between TL and management performance. From this, it can be assumed that H3b holds.\u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab7\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 7\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eMediation effect(\u003cspan citationid=\"CR1\" class=\"CitationRef\"\u003e1\u003c/span\u003e)\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"7\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c6\" colnum=\"6\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c7\" colnum=\"7\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003eHypothesis\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c2\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003eMediation Path\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003eIndirect Effect Coefficient\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c4\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003eTwo-sided P value\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colspan=\"2\" nameend=\"c6\" namest=\"c5\"\u003e \u003cp\u003e95% Confidence Interval\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c7\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003eMediation Effect\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c5\"\u003e \u003cp\u003eLower\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c6\"\u003e \u003cp\u003eUpper\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eLX\u0026rarr;ZZ\u0026rarr;JD\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e-0.09\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e0.000\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e-0.216\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e-0.001\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003esupport\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eLX\u0026rarr;ZZ\u0026rarr;GL\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.258\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e0.000\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e0.054\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e0.438\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003esupport\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eGX\u0026rarr;ZZ\u0026rarr;JD\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e-0.085\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e0.000\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e-0.210\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e0.000\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003esupport\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eGX\u0026rarr;ZZ\u0026rarr;GL\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.238\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e0.001\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e-0.002\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e0.458\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003esupport\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eQF\u0026rarr;ZZ\u0026rarr;JD\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e-0.061\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e0.000\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e-0.172\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e0.000\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003esupport\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eQF\u0026rarr;ZZ\u0026rarr;GL\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.167\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e0.473\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e-0.013\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e0.384\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003enot support\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eZL\u0026rarr;ZZ\u0026rarr;JD\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e-0.061\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e0.000\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e-0.170\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e0.000\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003esupport\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eZL\u0026rarr;ZZ\u0026rarr;GL\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.200\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e0.059\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e-0.018\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e0.419\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003enot support\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab8\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 8\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eMediation effect(\u003cspan citationid=\"CR2\" class=\"CitationRef\"\u003e2\u003c/span\u003e)\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"7\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c6\" colnum=\"6\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c7\" colnum=\"7\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003eHypothesis\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c2\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003eMediation Path\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003eIndirect Effect Coefficient\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c4\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003eTwo-sided P value\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colspan=\"2\" nameend=\"c6\" namest=\"c5\"\u003e \u003cp\u003e95% Confidence Interval\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c7\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003eMediation Effect\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c5\"\u003e \u003cp\u003eLower\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c6\"\u003e \u003cp\u003eUpper\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eBL\u0026rarr;ZZ\u0026rarr;JD\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e-0.5674\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e0.000\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e-0.7031\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e-0.4318\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003esupport\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eBL\u0026rarr;ZZ\u0026rarr;GL\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.1968\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e0.0044\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e0.0630\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e0.3307\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003esupport\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec18\" class=\"Section2\"\u003e \u003ch2\u003e4.5. Employee empowerment as moderating role\u003c/h2\u003e \u003cp\u003eAs can be seen from Model 6 in Table\u0026nbsp;\u003cspan refid=\"Tab9\" class=\"InternalRef\"\u003e9\u003c/span\u003e that the interaction term between transformational leadership and employee empowerment (β = -0.530, p\u0026thinsp;\u0026lt;\u0026thinsp;0.05) significantly affects employee burnout behavior, so employee empowerment negatively moderates the association between transformational leadership and employee burnout performance. H4 is supported. Similarly, in Table\u0026nbsp;\u003cspan refid=\"Tab10\" class=\"InternalRef\"\u003e10\u003c/span\u003e, the interaction item amid transformational leadership and employee empowerment (β\u0026thinsp;=\u0026thinsp;0.266, p\u0026thinsp;\u0026lt;\u0026thinsp;0.05) significantly affects management performance, and H5 is supported.\u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab9\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 9\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eThe impact of transformational leadership and staff empowerment on staff burnout\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"7\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c6\" colnum=\"6\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c7\" colnum=\"7\"\u003e\u003c/div\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colspan=\"2\" morerows=\"1\" nameend=\"c2\" namest=\"c1\" rowspan=\"2\"\u003e \u003cp\u003eModel\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colspan=\"2\" nameend=\"c4\" namest=\"c3\"\u003e \u003cp\u003eUnstandardized Coefficients\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eUnstandardized Coefficients\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003et\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003eSig.\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003eB\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003eSE\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\" morerows=\"2\" rowspan=\"3\"\u003e \u003cp\u003e1\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e(Constant)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e4.929\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e.276\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e17.839\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e.000\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eBL\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.215\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e.064\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.258\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e-3.364\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e.001\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eSQ\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.418\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e.057\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.562\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e-7.330\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e.000\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\" morerows=\"3\" rowspan=\"4\"\u003e \u003cp\u003e2\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e(Constant)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e3.533\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e.314\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e11.259\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e.000\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eBL\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.001\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e.063\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.001\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.013\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e.990\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eSQ\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.294\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e.051\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.396\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e-5.724\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e.000\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eBL* SQ\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.364\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e.055\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.530\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e-6.591\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e.000\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab10\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 10\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eThe impact of transformational leadership and staff empowerment on management behavior\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"7\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c6\" colnum=\"6\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c7\" colnum=\"7\"\u003e\u003c/div\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colspan=\"2\" morerows=\"1\" nameend=\"c2\" namest=\"c1\" rowspan=\"2\"\u003e \u003cp\u003eModel\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colspan=\"2\" nameend=\"c4\" namest=\"c3\"\u003e \u003cp\u003eUnstandardized Coefficients\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eUnstandardized Coefficients\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003et\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003eSig.\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003eB\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003eSE\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\" morerows=\"2\" rowspan=\"3\"\u003e \u003cp\u003e1\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e(Constant)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e.633\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e.265\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e2.387\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e.019\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eBL\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e.754\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e.061\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e.761\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e12.304\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e.000\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eSQ\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e.116\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e.055\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e.131\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e2.116\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e.037\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\" morerows=\"3\" rowspan=\"4\"\u003e \u003cp\u003e2\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e(Constant)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e1.467\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e.339\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e4.324\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e.000\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eBL\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e.627\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e.068\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e.632\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e9.255\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e.000\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eSQ\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e.042\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e.055\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e.047\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e.752\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e.454\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eBL* SQ\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e.217\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e.060\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e.266\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e3.641\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e.000\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003c/div\u003e"},{"header":"5 Discussion","content":"\u003cp\u003eThis study aims to make a theoretical contribution by examining the intricate relationships among the four dimensions of transformational leadership, employee burnout, and managerial performance. Furthermore, the research extends the existing literature by integrating organizational citizenship behavior (OCB) and exploring the moderating role of employee empowerment in the relationships between transformational leadership and both employee burnout and managerial performance, specifically within the context of transport service firms. The structural equation modeling analysis provided robust support for the hypothesized model, confirming the validity of the proposed relationships.\u003c/p\u003e \u003cp\u003eSpecifically, the findings revealed that transformational leadership exerts a significant negative impact on employee burnout, suggesting that leaders who exhibit transformational behaviors\u0026mdash;such as idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration\u0026mdash;are effective in mitigating the psychological and emotional exhaustion experienced by employees. Concurrently, transformational leadership was found to have a positive and statistically significant effect on managerial performance, indicating that such leadership behaviors enhance the effectiveness and efficiency of managerial functions within the organization.\u003c/p\u003e \u003cp\u003eMoreover, the study identified organizational citizenship behavior (OCB) as a critical mediating mechanism in the relationship between transformational leadership and managerial performance. This implies that transformational leaders foster a work environment that encourages employees to engage in discretionary behaviors that are not explicitly recognized by the formal reward system but contribute to the overall functioning and success of the organization. These behaviors, in turn, enhance managerial performance by promoting a collaborative and supportive organizational culture.\u003c/p\u003e \u003cp\u003eAdditionally, the research highlighted the moderating role of employee empowerment in the relationship between transformational leadership and managerial performance. Specifically, the results indicated that the positive impact of transformational leadership on managerial performance is amplified in contexts where employees perceive a high degree of empowerment. This suggests that when employees feel empowered\u0026mdash;through access to information, resources, and decision-making authority\u0026mdash;they are more likely to respond positively to transformational leadership behaviors, thereby enhancing managerial outcomes.\u003c/p\u003e \u003cp\u003eIn conclusion, this study not only advances the theoretical understanding of the mechanisms through which transformational leadership influences employee burnout and managerial performance but also underscores the importance of organizational citizenship behavior and employee empowerment as critical contextual factors. These findings have significant implications for practitioners, particularly in the transport service sector, by highlighting the need for leadership development programs that emphasize transformational behaviors and the creation of empowering work environments to optimize organizational performance and employee well-being.\u003c/p\u003e"},{"header":"Declarations","content":"\u003cp\u003eA statement of ethics approval This study was approved by the RIC in Lyceum of the Philippines University on 6th of November 2024, with job order No. RIC-JO-010-2425.\u003c/p\u003e\n\u003ch2\u003eAuthor Contribution\u003c/h2\u003e\u003cp\u003eZhao wrote the whole manuscript text.\u003c/p\u003e\u003ch2\u003eAcknowledgment\u003c/h2\u003e \u003cp\u003eI would like to extend my sincere gratitude to the managers and employees of the transport service enterprises who participated in this study. Your active cooperation and genuine contributions during the questionnaire surveys and interviews were instrumental in providing the valuable primary data essential to this research. Without your unwavering support, the successful completion of this study would not have been possible.\u003c/p\u003e"},{"header":"References","content":"\u003col\u003e\u003cli\u003e\u003cspan\u003eRomero-Dom\u0026iacute;nguez, D. D. A. L. (2023). Claudia Ben\u0026iacute;tez-N\u0026uacute;\u0026ntilde;ez, It\u0026rsquo;s worth it! High performance work systems for employee job satisfaction: The mediational role of burnout.[J],International Journal of Hospitality Management,108,103364.\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eHoch, J. E., Bommer, W. H., Dulebohn, J. H., \u0026amp; Wu, D. (2018). 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(2022). Inclusive Leadership and Innovative Performance: A Multi-Level Mediation Model of Psychological Safety[J]. \u003cem\u003eFrontiers in psychology\u003c/em\u003e, \u003cem\u003e13\u003c/em\u003e(5), 934831.\u003c/span\u003e\u003c/li\u003e\u003c/ol\u003e"}],"fulltextSource":"","fullText":"","funders":[],"hasAdminPriorityOnWorkflow":false,"hasManuscriptDocX":true,"hasOptedInToPreprint":true,"hasPassedJournalQc":"","hasAnyPriority":true,"hideJournal":true,"highlight":"","institution":"","isAcceptedByJournal":false,"isAuthorSuppliedPdf":false,"isDeskRejected":"","isHiddenFromSearch":false,"isInQc":false,"isInWorkflow":false,"isPdf":false,"isPdfUpToDate":true,"isWithdrawnOrRetracted":false,"journal":{"display":true,"email":"[email protected]","identity":"researchsquare","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":true,"externalIdentity":"","sideBox":"","snPcode":"","submissionUrl":"/submission","title":"Research Square","twitterHandle":"researchsquare","acdcEnabled":true,"dfaEnabled":false,"editorialSystem":"","reportingPortfolio":"","inReviewEnabled":false,"inReviewRevisionsEnabled":true},"keywords":"Transformational leadership, Employee burnout, Managerial performance, Organizational citizenship behavior, Employee empowerment","lastPublishedDoi":"10.21203/rs.3.rs-6186637/v1","lastPublishedDoiUrl":"https://doi.org/10.21203/rs.3.rs-6186637/v1","license":{"name":"CC BY 4.0","url":"https://creativecommons.org/licenses/by/4.0/"},"manuscriptAbstract":"\u003cp\u003eTransformational leadership is a critical determinant in shaping employee behavior and facilitating organizational cultural changes. However, the current research demonstrates a significant gap in practice-oriented studies regarding the industry-specific adaptability of transformational leadership, particularly in the logistics sector, where spatiotemporal flexibility is paramount. This paper examines the underlying mechanisms within organizational management systems by the transformational leadership\u0026rsquo;s impact on employee burnout and managerial performance. Drawing on the data from 103 valid samples collected through a \"snowball\" online survey distributed across five logistics companies, the research employs structural equation modeling (SEM) for analysis. The findings reveal that transformational leadership reduces employee burnout and enhances managerial performance. Organizational citizenship behavior plays a mediating role in these relationships. Employee empowerment shows a moderating effect in these relationships. This work advances transformational leadership theory by elucidating its multifaceted impacts through mediating and moderating mechanisms, offering practical insights for improving organizational effectiveness in the transportation sector.\u003c/p\u003e","manuscriptTitle":"Transformational Leadership's Impact on Employee Burnout and Managerial Performance: Organizational Citizenship Behavior as Mediator and Employee Empowerment as Moderator","msid":"","msnumber":"","nonDraftVersions":[{"code":1,"date":"2025-03-26 05:38:42","doi":"10.21203/rs.3.rs-6186637/v1","editorialEvents":[{"type":"communityComments","content":0}],"status":"published","journal":{"display":true,"email":"[email protected]","identity":"researchsquare","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":true,"externalIdentity":"","sideBox":"","snPcode":"","submissionUrl":"/submission","title":"Research Square","twitterHandle":"researchsquare","acdcEnabled":true,"dfaEnabled":false,"editorialSystem":"","reportingPortfolio":"","inReviewEnabled":false,"inReviewRevisionsEnabled":true}}],"origin":"","ownerIdentity":"5da2ef2f-c7a6-445b-8d29-1d65397745de","owner":[],"postedDate":"March 26th, 2025","published":true,"recentEditorialEvents":[],"rejectedJournal":[],"revision":"","amendment":"","status":"posted","subjectAreas":[],"tags":[],"updatedAt":"2025-03-26T05:38:42+00:00","versionOfRecord":[],"versionCreatedAt":"2025-03-26 05:38:42","video":"","vorDoi":"","vorDoiUrl":"","workflowStages":[]},"version":"v1","identity":"rs-6186637","journalConfig":"researchsquare"},"__N_SSP":true},"page":"/article/[identity]/[[...version]]","query":{"redirect":"/article/rs-6186637","identity":"rs-6186637","version":["v1"]},"buildId":"8U1c8b4HqxoKbykW_rLl7","isFallback":false,"isExperimentalCompile":false,"dynamicIds":[84888],"gssp":true,"scriptLoader":[]}