随着近年来基础教育改革的不断深化，学校发展的问题受到越来越多的关注。学校组织的发展，领导是主要的筹划者，教师是主要的参与者。领导者的行为方式在一定程度上可以影响到教师的内在心态及其外在的行为表现。领导的行为如何影响到教师群体，使其参与到对校发展有益的任务中，是学校发展中存在的关键问题之一。

本研究尝试在教育领域探讨领导授权赋能行为对工作绩效的影响机制，检验组织承诺在其中的中介作用以及组织公平感的调节作用，以此为中小学领导的管理工作提供理论依据，引起教育组织领导对授权赋能行为的重视，并关注组织承诺及公平感在日常管理中起到的重要作用。

本研究采用王辉等在中国文化背景下编制开发的《领导授权赋能行为量表》，西南大学学者胥兴春修改马云献编制的《教师工作绩效量表》，乔坤等人参照Allen和Meyer的研究成果进行翻译的《组织承诺量表》，汪新艳结合中国实际情况改编的《组织公平感量表》，对领导授权赋能行为、教师工作绩效、组织承诺、组织公平感四个变量进行测量。调查对象选取全国中小学在职教师，利用问卷星进行网络问卷的发放与填写，共收回有效问卷293份，通过SPSS对采集数据进行统计分析，以此验证研究假设。

研究结果发现：（1）领导授权赋能行为对教师工作绩效具有显著正向影响作用；（2）组织承诺部分中介了领导授权赋能行为对教师工作绩效的正向关系；（3）组织公平感调节了领导授权赋能行为对教师工作绩效的正向关系。

With the deepening of basic education reform in recent years, more and more attention has been paid to the development of schools. The development of school organization, leadership is the main planner, teachers are the main participants. To some extent, the behavior of leaders can affect teachers' internal mentality and external behavior. How the behavior of leadership affects the group of teachers and makes them participate in the beneficial tasks of school development is one of the key problems in the development of schools.

 This study attempts to explore the influence mechanism of leadership empowerment on job performance in the field of education, and to test the intermediary role of organizational commitment and the regulatory role of organizational fairness.This provides a theoretical basis for the management of primary and secondary school leaders, causes the leaders of educational organizations to attach importance to the empowerment behavior, and pays attention to the important role of organizational commitment and fairness in daily management.

 This study adopts the Leadership Empowerment Behavior Scale developed by Wang Hui and others under the background of Chinese culture, Xu Xingchun, a scholar of Southwest University, revised the Teacher Performance Scale compiled by Ma Yunxian, Qiao Kun and others translated the Organizational Commitment Scale with reference to the research results of Allen and Meyer, and Wang Xinyan's Organizational Fairness Scale adapted from the actual situation in China. A total of 293 valid questionnaires were collected by using the questionnaire star to distribute and fill out the online questionnaire. Through SPSS statistical analysis of the collected data, the research hypothesis was verified.

The results show that:(1) Leadership empowerment behavior has a significant positive impact on teacher performance;(2) Organizational commitment plays an intermediary effect in the prediction of leadership empowerment behavior and teacher performance;(3) Organizational fairness regulates the positive relationship between leadership empowerment behavior and teacher performance.