The link between transformational leadership and work-related performance: moderated-mediating roles of meaningfulness and job characteristics (original) (raw)
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Transformational Leadership and Job Outcomes: The Mediating Role of Meaningful Work.
Global Business Review, 2016
Transformational leaders inspire their followers to exert more than their normal share of efforts and demonstrate unflinching loyalty towards the organizational goals. Although previous studies have reported positive influence of transformational leadership on employee's affective organizational commitment and their contextual performance, the process by which transformational leadership influences the affective commitment and contextual performance has not yet been adequately studied. Hence, the present study will empirically investigate one such mediator's (meaningful work) role in explaining the relationship between transformational leadership and the two job outcomes. This study includes a sample of 480 IT professionals working in several IT firms across India. SPSS 18 was used for data analysis and interpretation. Results of the present study reported a significant positive effect of transformational leadership on follower's affective organizational commitment and contextual performance. The findings of this study also reported meaningful work partially mediating the relationship between transformational leadership and affective organizational commitment and contextual performance. The implications of the findings, limitations of the study and its scope for future research are also discussed.
The Role Of Meaningful Work In Transformational Leadership And Work Outcomes Relationship
2017
Meaningful work is the topic that will be discussed in this article, especially in changing period. It has an important role because by reaching meaningful work, it will drive to be positive in the workplace. Therefore, task performance will be increased and cynicism about organizational change (CAOC) will be reduced. Moreover, it is influenced by situational factor, which is transformational leadership. In this conceptual paper, the author discusses how the construct of meaningful work influenced by transformational leadership that will have impact on the follower' work outcomes in the organizational change. It is proposed that the construct of meaningful work are susceptible with situational variable. Transformational leaders who are respectful on the process of humanizing the followers affect task performance and reduce CAOC in organizational change.
How Transformational Leadership Intensify Employee Performance Mediating by Job Satisfaction
MIX JURNAL ILMIAH MANAJEMEN
These studies aimed to investigate the relationship between transformational leadership on job satisfaction and employee performance. The study adopted a quantitative paradigm with a population of employees at the Investigation Department, Immigration Office in Bali, Indonesia. The questionnaire was spread to 253 employees on intervals time three weeks by the number was responding are 115 employees. The results revealed that transformational leadership has a significant effect on job satisfactionhowever, no significant impact on employee performance. Job satisfaction has a significant impact on employee performance. Moreover, this research found that job satisfaction played an essential role as a mediating between transformational leadership on employee performance. The implications of the study represent job satisfaction as a critical role and will be discussed. Whereas, the practical implications concern the importance of administering equity in the transformational leadership v...
Work & Stress, 2015
This study aimed to deepen our understanding of the motivational mechanisms involved in the relationship between transformational leadership (TFL) and employee functioning. Drawing on the TFL literature, the job demands-resources model and self-determination theory, we propose an integrative model that relates TFL to employee psychological health (burnout and psychological distress), attitudes (occupational commitment and turnover intention) and performance (professional efficacy, self-reported individual and objective organizational performance) through two explanatory mechanisms: perceived job characteristics (job demands and resources) and employee motivation (autonomous and controlled). This research was conducted in two occupational settings (nurses and school principals), using a distinct variable operationalization for each. Results of both studies provide support for the hypothesized model, suggesting that TFL relates to optimal job functioning (psychological health, job attitudes and performance) by contributing to favourable perceptions of job characteristics (more resources and less demands) and high-quality work motivation (more autonomous motivation and less controlled motivation) in employees. Theoretical contributions and managerial implications as well as directions for future research are presented.
Job Satisfaction as a Mediating Variable in the Effect of Transformational Leadership on Performance
Humanities & Social Sciences Reviews, 2020
Purpose: This study aims to examine the direct and indirect effect of transformational leadership on performance with job satisfaction as a mediator of the educational staff at the University of X Yogyakarta, and the direct effect of job satisfaction on the performance of educational staff at the University of X Yogyakarta. Methodology: The population of this study was the educational staff at the University of X. The sampling technique used in this study was stratified random sampling, involving a total of 50 educational staff as samples. Data collection was done using a performance scale, job satisfaction scale, and transformational leadership scale. The data were analyzed using the path regression ordinary least square technique. Main Findings: The results showed that transformational leadership has a significant effect on job satisfaction of educational staff, transformational leadership does not effect on performance of educational staff, job satisfaction has a significant effe...
2013
The study aims to investigate the relation of transformational leadership style and followers' perception of well-being and job satisfaction with mediating role of perceived work characteristics. Some evidences were found regarding relationship between transformational leadership and job satisfaction & employee well-being. However there is a little research found on the mediating relation of working conditions among transformational leadership (TL) and work related outcomes. Banking sector has been selected to explore this relationship. Population of study is bank employees of District Gujrat, Pakistan. This cross-sectional study includes sample of 152 employees of private sector banks. SPSS and AMOS were used for data interpretation. Structural equation modeling was used to find out the relationship of proposed variables. Results suggested a significant positive impact of TL on perception of meaningful work and job involvement, however job influence was not found significant. M...
Jurnal Ilmu Manajemen & Ekonomika
This study aims to analyze the effect of transformational leadership on employee performance with job sat-isfaction and organizational commitment as mediating variables with the object of research being perma-nent employees of PT. Pegadaian (Persero) Regional Office VIII Jakarta 1 Bogor Area. This research is quantitative research. The sample used in the study was 205 respondents. The Structural Equation Model (SEM) technique and Amos 22 software are both used in the investigation. The findings show that trans-formational leadership has a beneficial effect on job satisfaction, organizational commitment, job satisfac-tion, and employee performance. It was discovered, however, that neither transformational leadership nor organizational commitment had any effect on employee performance as measured by job satisfaction or organizational commitment.
International Journal of Educational Management, 2016
Purpose – The purpose of this paper is to evaluate the multi-layer effect of transformational leadership (TL) on employee-related outcomes, i.e. relational identification (RI) and satisfaction with leader (SWL). Further, role of leader member exchange (LMX) and the association period in between TL and RI as well as SWL shall also be examined. So, the present paper attempts to evaluate the moderated-mediated effect of TL on RI and SWL. Design/methodology/approach – The model has been tested in the higher education sector. Information regarding TL, LMX, SWL and RI has been procured from teachers. The data have been duly validated with the help of confirmatory factor analysis. Reliability has been assessed through Cronbach’s α and composite reliability. Structural equation modelling has been used for testing the hypotheses. Moderation has been checked through multi-group analysis. Findings – The results indicate that association period moderates the TL and LMX relationship. LMX mediate...
Transformational Leadership and Organizational Commitment: The Mediating Role of Job Characteristics
Human Resource Development Quarterly, 2014
The purpose of this paper is to examine the mediating role of organizational commitment of job performance: The Impacts of leadership, job competency and organizational culture. Data were gathered through questionnaires. Data collected from 254 employees working on the eight work units on the Southeast Sulawesi regional government office. The structural equation modeling (SEM) results indicate that: (1) leadership, job competence, and organizational culture partially have a direct effect on organizational commitment, (2) leadership, job competence, and organizational culture partially have a direct effect on job performance, (3) leadership, job competence, and organizational culture partially have a direct effect on job performance, with the mediating role of organizational commitment.