The current study not only investigates the elaborate intermediating process of the relationship between transformational leadership and innovative behavior, but also attempts to identify a factor that amplify the positive influence of transformational leadership. To do that, this paper tried to test the sequential mediating effect of employee’s meaningfulness of work and intrinsic motivation, as well as the moderating influence of authentic leadership in the transformational leadership-meaningfulness of work link. This paper built hypotheses that transformational leadership increases the level of employee’s meaningfulness of work, then the level of meaningfulness of work would enhance the level of intrinsic motivation, then eventually boosting his or her innovative behavior. In addition, authentic leadership would function as an amplifying factor between the association between transformational leadership and employee’s meaningfulness of work. This paper found that transformational leadership had a positive influence on employee’s meaningfulness of work, and the employee’s meaningfulness of work had a positive influence on intrinsic motivation, eventually enhancing innovative behavior. The authentic leadership amplified the positive impact of transformational leadership on meaningfulness of work.