随着高等教育进入深化改革阶段，高校面对外部竞争的压力日益增强，对高校内部管理水平要求也越来越高。高校基层行政管理人员作为行政管理的关键群体，其在高校运行中发挥着重要的作用，因此，如何激发高校基层行政管理人员的工作热情和保持积极学习的状态，从而带来工作绩效的提升，是提高高校整体管理水平，促进高校发展的关键。工作繁荣作为一种可以测量的、能够反映员工在工作中积极的心理状态的指标，代表了员工知识和技能的水平以及工作积极的状态。因此，推动高校基层行政管理人员实现工作繁荣，能够帮助员工解决职业倦怠的问题，提高绩效增长，促进职业健康发展。研究发现，变革型领导和工作特征作为组织情境重要的因素，其对员工的工作繁荣的状态有着直接且深远的影响。本研究试图针对变革型领导、工作繁荣、工作特征和工作绩效四者之间的关系以及作用机制做深入的探讨。

本文在已有文献研究的基础上，重点探析了变革型领导、工作特征对工作繁荣的影响，以及变革型领导通过工作特征的调节作用影响工作繁荣的作用机制。通过建立变革型领导、工作繁荣、工作特征、工作绩效四者关系的理论模型来提出研究假设，以高校227名基层行政管理人员为研究样本，运用统计分析软件SPSS24.0对调研数据进行分析，得出结论如下：

（1）变革型领导与工作繁荣在0.01水平上显著正相关；

（2）工作特征与工作繁荣在0.01水平上显著正相关；

（3）工作特征在变革型领导与工作繁荣之间起部分调节作用。其中，任务重要性、自主性和反馈在变革型领导与工作繁荣之间的关系中起正向调节作用，技能多样性和任务完整性在变革型领导与工作繁荣之间的调节作用不显著；

（4）工作繁荣与工作绩效在0.01水平上显著正相关。

基于以上讨论，本文建议高校领导者应采取变革型领导行为，并根据工作特征进行工作再设计，从而促进员工实现工作繁荣，并带来工作绩效的提升。

As higher education enters the stage of deepening reform, colleges and universities are facing increasing pressure from external competition, and the requirements for the internal management level of universities are also getting higher and higher. Administrative personnel as the main body of management work in colleges, it play an important role in the running of universities, therefore, how to inspire the administrative staff's work enthusiasm and keep a positive learning state in order to result in job performance, is the key to improve the overall management level and the development of universities. Thriving at work can be a measurable indicator of employees' positive psychological state at work, it represents the level of employees' knowledge and skills and the positive state of work. Therefore, promote the administrative staff to achieve prosperity can alleviate job burnout, improve the growth of work performance, and promote the healthy development of career. Relevant studies have shown that transformational leadership and job characteristics, as important factors in organizational situations, have a direct and far-reaching impact on employees' thriving at work. This study attempts to explore the relationship between transformational leadership, job characteristics, thriving at work and job performance, as well as the mechanism of action.

On the basis of existing research, this paper focuses on the relationship between transformational leadership, job characteristics and thriving at work, and the moderating role of job characteristics in the relationship between transformational leadership and thriving at work. By establishing a theoretical model of the relationship between transformational leadership, thriving at work, job characteristics and job performance, the research hypothesis was proposed. A sample of 227 grass-roots administrators in colleges and universities was studied. Statistical analysis software SPSS24.0 was used to analyze the survey data, and the conclusions were drawn as follows:

(1) Transformational leadership was positively correlated with thriving at work at the 0.01 level;

(2) There was a significant positive correlation between job characteristics and thriving at work at the level of 0.01;

(3) Job characteristics play a part in regulating the relationship between transformational leadership and thriving at work. Among them, task importance, autonomy and feedback have positive moderating effects on the relationship between transformational leadership and thriving at work., while skill diversity and task integrity have no significant moderating effects on the relationship between transformational leadership and thriving at work;

(4) There was a significant positive correlation between thriving at work and job performance at the level of 0.01.

Based on the above discussion, this paper suggests that university leaders should adopt transformational leadership behavior and conduct work redesign according to job characteristics, so as to promote employees to achieve thriving at work and improve job performance.