Impact of Transformational Leadership Style (original) (raw)
Related papers
The Impact of Transformational Leadership Style on Employees’ Job Satisfaction
2018
This study aimed to investigate the impact of transformational leadership style (idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration) on the employees’ job satisfaction in the IT companies in Jordan. The population of the study covered all the Jordanian software development companies, a sample consists of (300) surveys were distributed to all levels of the employees, and the number of the returned surveys were (151) which considered for statistical analysis. Single and multiple regression was used to analyze data and testing the hypotheses. The results showed that the adoption of the Jordanian software development companies’ transformational leadership style is high, and the job satisfaction of its employees also high, the study also found that all of the transformational leadership variables impacted the job satisfaction, and the idealized influence variable was the most influencing variable. Also, there was no statistical signi...
The impact of transformational leadership style on job satisfaction
2014
Efficient health services require the self-confident and capable medical staff. This milestone cannot be achieved without the flexible and supportive leadership. In the developing countries, health sector has been facing the critical issues like lack of staff, management focus, health facilities and other challenges. Therefore, it is the need of time that supportive and flexible environment should be provided to the nurses so that the self-esteem can be increased and efficient health services can be ensured. Moreover, leaders play a vital role to create the flexible environment that increases the nurse's self-esteem. Thus, the current study investigates the influence of transformational leadership style on the nurse's self-esteem of public hospitals of Lahore, Pakistan. The self-administered questionnaire was distributed to 200 nurses of two major public hospitals (Mayo hospital and Jinnah hospital) of Lahore, Pakistan through simple random sampling. The results of the current study reveal that transformational leadership style has significant and positive relationship with nurse's self-esteem. Therefore, health care sector authorities should adopt the transformational leadership style to enhance the nurse's self-esteem in their sector to ensure the efficient health care services. Furthermore, limitations and recommendations are given in the last chapter.
A STUDY ON IMPACT OF TRANSFORMATIONAL LEADERSHIP ON EMPLOYEE JOB SATISFACTION
International Journal of Novel Research and Development (IJNRD), 2023
The objective of this research study is to analyse and examine the impact of transformational leadership style on employee's job satisfaction working in one of the multinational engineering service company in Bangalore city. And, to assess which dimension of transformational leadership impact more on employee job satisfaction. The name of the organization is withheld for the purpose of confidentiality. The survey was adapted from the Multifactor Leadership Questionnaire (MLQ) to measure the transformational leadership style. The Minnesota Satisfaction Questionnaire (MSQ) was adapted to measure employee job satisfaction. 120 employees from five different domains participated in the study using convenience sampling. Out of which 104 questionnaires completed showing 86.7% response rate. Descriptive and analytical methodology is used. Quantitative research design is adopted. The collected primary data is analysed using descriptive statistics. Pearson correlation analysis is used to test the hypothesis. These studies have revealed that there is a significant and positive relationship between all transformational leadership dimensions (Inspirational motivation, Individualized consideration, Intellectual stimulation, Idealized influence) and employee job satisfaction. Transformational leadership positively effects employee job satisfaction. The result also shows that there is highly significant, positive relationship between two dimensions of transformational leadership (Inspirational Motivation, Idealized Influence) and employee job satisfaction. Also, there is significant medium positive relationship between other two dimensions of transformational leadership (Individualized Consideration, Intellectual Stimulation) and job satisfaction. The results of this study concluded that if leaders adopt transformational leadership style, they could get better satisfied and committed employees for the organization.
A REVIEW ON TRANSFORMATIONAL LEADERSHIP
Objective: The purpose of this study is sought to increase our understanding of transformational leadership and the environment of quality work life. Transformational leadership is defined as a means to instigate change in persons and social systems. Effective transformational leadership influences the followers and motivates them towards achieving the targeted objectives.
The generalizability of transformational leadership across cultures: a meta-analysis
Journal of Managerial Psychology
Purpose The purpose of this paper is to investigate whether the effectiveness of transformational leadership behaviors are moderated by a country’s cultural values and cultural practices. Design/methodology/approach The authors describe a meta-analytic review of the relationship between transformational leadership and employee performance (task performance and OCBs) using data from over 57,000 individuals, 215 samples and 34 countries. The authors examine whether this relationship is moderated by the cultural values and practices of the country in which the study was located – after first controlling for methodological factors. Findings The authors find that cultural values and practices moderate the transformational leadership – employee performance relationship such that the relationship is much stronger in countries whose culture is incongruent with transformational leadership. Research limitations/implications Data were only available for 34 countries and it is unclear what role...
The Influence of Transformational Leadership on Employee Well-Being
Journal of Occupational & Environmental Medicine, 2013
The aim of this study was to investigate the impact of a transformational leadership style on employee well-being. Methods: Data for the study were taken from an on-line survey of all employees from six German companies in the information and communication technology sector. The data obtained were analyzed using multiple logistic regressions. Results: Analysis of data from a total of 318 employees (response rate 58.4%) revealed a significant relationship between transformational leadership and employee well-being (P = 0.00; OR = 1.13; 95% CI = 1.05 to 1.22). A higher degree of perceived transformational leadership is associated with greater well-being. Conclusions: The results of this study suggest that a transformational leadership style, which both conveys a sense of trust and meaningfulness and individually challenges and develops employees, also has a positive effect on employee well-being. A n estimated 27% of all Europeans between the ages of 18 and 65 years suffer from at least one mental illness. 1 Such a high prevalence of mental illnesses entails enormous costs for the economy of European countries and their social insurance systems. 2,3 In addition, because of the rapid rise in the percentage of employee sick leave absences resulting from mental illnesses, 4 European companies have been experiencing significant losses in production. Conversely, however, working conditions themselves can have an impact on the mental health of employees. 5-8 The workplace is therefore a particularly suitable setting for implementing prevention and especially health promotion measures, which improve the well-being of employees. Of particular interest in this context is research on the influence of leadership behavior. For a long time, this influence was examined from purely economic standpoints. However, in recent years, leadership behavior has also been found to have a significant impact on employee health and well-being. 9,10 One style of leadership receiving increased interest is the transformational leadership style. Transformational leadership is considered economically attractive because it stimulates employee performance 11,12 and seems to be a particularly good fit for today's complex working conditions. 13 Because it is also considered to be highly conducive to innovation, this leadership style may be of particular benefit to the information and communication technology (ICT) sector. 12
Organizational change refers to the transformation of an organization from its current state to its desired future state. Organizational change helps to maintain a competitive position as well as the companies’ sustainability in a competitive market. There are different kinds of leadership styles that have strong relationships with the growth of change. This research reviews the different leadership styles, including commanding, supportive, inspirational, logical, transformational, transactional and servant. Different leadership styles take up different kinds of roles and use different actions when implementing organizational change. In conclusion, this research concludes that different changing processes require different leadership styles.
The Spanish journal of psychology, 2007
This study has two main goals: (a) to compare the relationship between transformational leadership and other important leadership styles (i.e., democratic versus autocratic or relations-and taskoriented leadership) and (b) to compare the effects of transformational leadership and the other styles on some important organizational outcomes such as employees' satisfaction and performance. For this purpose, a sample of 147 participants, working in 35 various work-teams, was used. Results show high correlations between transformational leadership, relations-oriented, democratic, and task-oriented leadership. On the other hand, according to the literature, transformational leadership, especially high levels, significantly increases the percentage of variance accounted for by other leadership styles in relevant organizational outcome variables (subordinates' performance, satisfaction and extra effort).
Transformational Leadership and Job Satisfaction
Nursing Management (Springhouse), 1995
The purpose of this study was to determine the effect of transformational leadership on job satisfaction, mediated by reward, which focuses on medium-sized companies in Central Java Province in Indonesia. Medium-scale companies have a different phenomenon in their leadership. In small-scale companies with a fairly simple problem complexity, the best approach to leadership is to use transactional leadership. Conversely, when the company is getting bigger, it should use transformational leadership. Thus, medium-scale companies need to test the right leadership model and we assume that leaders in medium-sized companies should start to focus on being transformational and start reducing transactional. To test the hypothesized model, this study used a survey questionnaire research design and a quantitative approach. Data collection by researchers was carried out by sending questionnaires to middle manager level employees (supervisors; managers) at 6 textile companies in Central Java Province via email. This shows that the data taken can be said to represent the condition of textile companies in Solo City, Central Java Indonesia. This study shows clearly that the transformational leadership style has a significant and positive effect on employee rewards. Furthermore, rewards have a positive and significant effect on employee job satisfaction.
Transformational Leadership and Employee Satisfaction.pdf
The main purpose of this paper was to carry out an empirical research on whether transformational leadership, in comparison to other contemporary leadership styles, contributes to higher employee satisfaction levels. In total, 399 respondents took part in this research, which was conducted in companies in Bosnia and Herzegovina and Germany. This was the starting point to identify the dominant leadership style in each of the two countries. Using a nonparametric Mann-Whitney test, it was proved that there is a statistically significant difference in employee satisfaction under transformational leadership as opposed to the transactional and charismatic styles. After a detailed research of the literature, it became apparent that research on this subject is scarce. Accordingly, presenting transformational leadership and its influence on employee satisfaction was a particular challenge.