A META-ANALYTIC REVIEW OF TRANSFORMATIONAL LEADERSHIP IN PAKISTAN IN THE PAST DECADE (original) (raw)
Related papers
2012
The following study examines the relationship between transformational leadership and employees' career salience. This research is conducted to answer the question that whether employees' career salience has association with transformational leadership. This study focuses only on banking sector. Transformational leadership is measured using its four dimensions i.e. idealized influence, intellectual stimulation, inspirational motivation and individualized considerations, relationship is determined with employees' career salience. The data was collected from five banks. 350 questionnaires were distributed for collection of data. For the analysis of data Correlation analysis was used. Findings of this study revealed that transformational leadership and all its dimensions have insignificant relationship with employees' career salience. Newness of this study is its originality that concerns with relationship between transformational leadership and employees' career salience. Limitations and future research is also discussed.
Impact of Transformational Leadership Style
Studies on leadership has always fascinated businesses and researchers alike as the impact a leader can make to the fate of an organisation is tremendous. In this non-empirical review study, one of the much researched leadership style i.e., transformational leadership style is the focus. The author reviews 25 research studies conducted in 19 different countries in the past 5 years on the impact of transformational leadership style. The objective is to understand the relevance of this style in a cross-cultural setting across diverse industries. It is found that transformational leadership style significantly influences many individual and organisational variables like job satisfaction, organisational commitment, psychological well-being etc., towards positive organisational outcomes irrespective of the location of the study. It implies that leaders in today's organisations have to consider imbibing transformational leadership behaviours in order to become more effective in their trade.
Does Person Organization Fit and Affective Organizational Commitment Relationship
Purpose __ The core objective of this study was to explore the relationship between person-organization fit and effective organizational commitment. In addition to examine moderating effect of Emotional stability and extraversion (Personality Traits), whether these strengthen or weaken the association of Person Organization fit and effective organizational commitment. Design/Methodology __ Data was collected through structured questionnaires using Likert Scale which were distributed among a convenience sample of 230 employees of five large public organization of Pakistan. The data was analyzed using SPSS software. Findings __ The results reveal that P-O fit has significant positive impact on effective organizational commitment. In addition, findings suggest that emotional stability and extraversion personality traits of employee do not moderate relationship between person organization fit and affective commitment significantly. Research Limitations __ Sample size was small and data was collected only from public organizations. The future research needs to be conducted in private sector as well to make general applicability of proposed model in other organizations. Practical Implications __ This study provides means by which organizations can develop schemes and evaluate the personality factors of existing employees which greatly enhance the effective organizational commitment. Key words __ Employees, Person organization Fit, effective organizational commitment, extraversion, emotional stability, Personality traits
J. Mgt. Mkt. Review , 2019
Objective-The objective of this study is to examine the relationship between transformational leadership styles and job performance and the mediating role of organizational commitment in the relationship between transformational leadership style and job performance in State-Owned Banks in West Kalimantan, Indonesia. Methodology/Technique-The data used to evaluate the model was gathered from the State-Owned Banks in West Kalimantan, Indonesia. 200 permanent employees of those State-Owned Banks participated in the survey. The Structural Equation Modelling (SEM), using LISREL software was employed to examine the relationship among the constructs in this study, which are transformational leadership style, organizational commitment, and job performance. Findings-The findings of this study conclude that transformational leadership style significantly affects job performance and organizational commitment, whereas organizational commitment significantly influences job performance. Briefly, organizational commitment mediates the relationship between transformational leadership styles and job performance in State-Owned Banks in West Kalimantan, Indonesia. Novelty-Most of the previous studies were carried out in western countries, raising doubts about generalizations in research results in developing countries such as Indonesia. Therefore, the novelty of this research is carried out in the context of developing countries, especially in State-Owned Banks in West Kalimantan, Indonesia.
International Journal on Leadership, 2016
Organisations are social systems where human resources are the most important factors for effectiveness and efficiency. Organisations need effective managers and employees to achieve their objectives. Leadership is a process by which a person influences others to accomplish an objective and plays a crucial role in many professions, such as banking, education, healthcare, insurance service jobs. Infact, leadership styles are one of the important factors that have the prospective to improve the employee satisfaction and performance. The purpose of this research paper is to examine the relationship between leadership styles and job satisfaction among of 842 subordinates and 421 their respective supervisors. Structural Equation Modeling is used to test the hypothesised relationship.The results revealedthat transformational style and democratic style have a positive impact on job satisfaction but transactional style and laissez faire style have a negative impact on job satisfaction. To enhance skills of the employees, the study suggested that firms who want to adopt the job satisfaction must resource their initiatives and increase the capabilities that should be given serious attention by organisation aiming to be world class.
Purpose __ The core objective of this study was to explore the relationship between person-organization fit and effective organizational commitment. In addition to examine moderating effect of Emotional stability and extraversion (Personality Traits), whether these strengthen or weaken the association of Person Organization fit and effective organizational commitment. Design/Methodology __ Data was collected through structured questionnaires using Likert Scale which were distributed among a convenience sample of 230 employees of five large public organization of Pakistan. The data was analyzed using SPSS software. Findings __ The results reveal that P-O fit has significant positive impact on effective organizational commitment. In addition, findings suggest that emotional stability and extraversion personality traits of employee do not moderate relationship between person organization fit and affective commitment significantly. Research Limitations __ Sample size was small and data was collected only from public organizations. The future research needs to be conducted in private sector as well to make general applicability of proposed model in other organizations. Practical Implications __ This study provides means by which organizations can develop schemes and evaluate the personality factors of existing employees which greatly enhance the effective organizational commitment. Key words __ Employees, Person organization Fit, effective organizational commitment, extraversion, emotional stability, Personality traits
Transformational Leadership and Job Satisfaction in the Banking Sector: A Review
The purpose of the present study is to provide a critical review of the relation between transformational leadership and the levels of job satisfaction experienced by bank employees. An organization's or institution's leadership refers to its leader's style of providing direction, implementing plans and motivating employees. Transformational leadership is a specific leadership style applied by superiors who motivate their subordinates to perform at a higher level by inspiring them, offering them intellectual challenges and paying attention to their individual needs. Job satisfaction refers to the employees' perceptions of their working environment, relations among colleagues, earnings and promotion opportunities. The review shows that contemporary job-related phenomena like job satisfaction are related to employees' relations with colleagues and superiors, performance and perceptions of their organization's specific culture. In addition, the employees' preference of leadership style is likely to be affected by several factors, including demographic characteristics. Therefore, the reciprocal relation between organizational culture and transformational leadership in job satisfaction in the banking field is revealed in the review, and several conclusions and suggestions are formed. ). Furthermore, studies have shown that in organizations which are flexible and adopt a participative management type, with emphasis in communication and employees' reward, the latter are more likely to be satisfied, resulting in the organization's success .
Leadership is one of the key roles used in any organization. Transactional leadership and Transformational leadership are two key styles who gain immense importance from past few decades. This study is about these two leadership styles having impact on employee's performance in FMCG industry of Pakistan. Data have been collected from 318 employees and has been concluded that though both leadership styles are having positive relation with employee performance but, transactional leadership style has strongly positive correlation with the performance of the employees. Along with Pearson correlation, Linear Regression Analysis has also been used in order to predict the predictor's contribution towards employees' performance. Moreover, it has been recommended that if Pakistan FMCG industry focuses on Transactional Leadership Style through trainings and different manuals, then it can develop such leaders in a better way.
2014-Transformational Leadership and Job Satisfaction in the Banking Sector A Review
The purpose of the present study is to provide a critical review of the relation between transformational leadership and the levels of job satisfaction experienced by bank employees. An organization's or institution's leadership refers to its leader's style of providing direction, implementing plans and motivating employees. Transformational leadership is a specific leadership style applied by superiors who motivate their subordinates to perform at a higher level by inspiring them, offering them intellectual challenges and paying attention to their individual needs. Job satisfaction refers to the employees' perceptions of their working environment, relations among colleagues, earnings and promotion opportunities. The review shows that contemporary job-related phenomena like job satisfaction are related to employees' relations with colleagues and superiors, performance and perceptions of their organization's specific culture. In addition, the employees' preference of leadership style is likely to be affected by several factors, including demographic characteristics. Therefore, the reciprocal relation between organizational culture and transformational leadership in job satisfaction in the banking field is revealed in the review, and several conclusions and suggestions are formed. ). Furthermore, studies have shown that in organizations which are flexible and adopt a participative management type, with emphasis in communication and employees' reward, the latter are more likely to be satisfied, resulting in the organization's success .