Abstract:Employees only achieve the traditional job performance, which can not fully achieve the organizational objectives in the dynamic working environment. The individual role performance including proficiency, adaptability and initiative is more in line with the requirements of today''s organization. Therefore, from the perspective of leadership, this paper incorporated the three factors of idiosyncratic deals, psychological capital and perceived organizational support based on the principle of reciprocity and social exchange theory. Through the hierarchical regression analysis and process intermediary effected test of 571 questionnaires, this paper empirically discussed the internal mechanism and boundary conditions of platform leadership affecting individual role performance from two paths of employee behavior and psychology, and constructed a regulated chain multiple mediating effect model. Empirical research shows that platform leadership is positively correlated with employees'' individual role performance, and idiosyncratic deals and psychological capital play a chain intermediary role in their relationship. At the same time, perceived organizational support positively regulates the impact of idiosyncratic deals and psychological capital on employees'' individual role performance.