scholarly journals Uncovering the Underlying Relationship Between Transformational Leaders and Followers’ Task Performance

2014 ◽  
Vol 13 (4) ◽  
pp. 194-203 ◽  
Author(s):  
Kimberley Breevaart ◽  
Arnold B. Bakker ◽  
Evangelia Demerouti ◽  
Dominique M. Sleebos ◽  
Véronique Maduro
Keyword(s):  
Transformational Leadership ◽  
Job Performance ◽  
Work Engagement ◽  
Structural Equation ◽  
Leadership Behavior ◽  
Equation Modeling ◽  
Transformational Leaders ◽  
Online Questionnaire ◽  
Leaders And Followers ◽  
The Relationship

The purpose of the present study was to unravel the mechanisms underlying the relationship between transformational leadership, follower work engagement, and follower job performance and to investigate a possible boundary condition of transformational leadership. We used structural equation modeling to test our model among 162 dyads consisting of one employee and their leader, who both filled out an online questionnaire. Followers reported more job resources and need fulfillment when their leader showed more transformational leadership behavior, and this contributed to followers’ engagement and job performance. Consistent with our hypothesis, transformational leaders mainly fulfilled followers’ needs when followers were high in need for leadership.

scholarly journals Role of Leadership in Employees’ Work Engagement: Organizational Identification and Job Autonomy

2015 ◽  
Vol 11 (1) ◽  
pp. 72 ◽  
Author(s):  
Izlem Gozukara ◽  
Omer Faruk Simsek
Keyword(s):  
Transformational Leadership ◽  
Work Engagement ◽  
Organizational Identification ◽  
Structural Equation ◽  
Study Data ◽  
Equation Modeling ◽  
Transformational Leaders ◽  
Job Autonomy ◽  
Follower Commitment

Transformational leadership is a style of leadership that leads to transformation in the opinions and beliefs of followers. The behaviors of transformational leaders result in higher levels of follower commitment and engagement. Work engagement refers to followers’ feelings regarding their work in terms of what their work means to them and to what extent they want to show full concentration. The present study examines the effect of transformational leadership on work engagement by focusing on the mediator roles of job autonomy and organizational identification. The study data was collected using questionnaires from 252 participants working in higher education. The data was analyzed using structural equation modeling. The results supported study hypotheses, demonstrating that transformational leadership had a positive effect on work engagement, and job autonomy and organizational identification fully mediated the relationship between transformational leadership and work engagement. The findings from this research specifically highlight the significant impact of job autonomy and organizational identification on work engagement within the context of leadership.

Why does leader attention scope matter for innovation ambidexterity? The mediating role of transformational leadership

2016 ◽  
Vol 37 (7) ◽  
pp. 912-935 ◽  
Author(s):  
Xiaofeng Zheng ◽  
Zhiying Liu ◽  
Xiuyuan Gong
Keyword(s):  
Transformational Leadership ◽  
Structural Equation ◽  
Leadership Behavior ◽  
Equation Modeling ◽  
Content Type ◽  
Mediating Role ◽  
Upper Echelons Theory ◽  
Attention Scope ◽  
The Relationship

Purpose The purpose of this paper is to explore the role leader attention plays in the nurture of transformational leadership (TL) behavior, as well as the mechanism by which TL affects innovation ambidexterity, this research empirically studied the relationship between leader attention scope (LAS) and innovation ambidexterity (exploratory innovation and exploitative innovation) through the mediating role of TL. Further, the moderating effect of environmental dynamism (ED) on the relationship between TL and innovation ambidexterity was examined. Design/methodology/approach Empirical study was adopted by distributing questionnaires to high echelon leaders in mainland China to assess related variables. Structural equation modeling was used to examine the relationships of the variables based on the 188 returned questionnaires. Findings The results show that LAS had a positive effect on innovation ambidexterity, and the relationship was partially mediated by TL. ED negatively moderated the relationship between TL and innovation ambidexterity. Practical implications The results suggest that upper echelon leaders receive more unfamiliar, outward-oriented, and source-diverse information to broaden their attention scope. The broad outlook they get obliges them to engage in TL behavior which is beneficial for innovation ambidexterity. Originality/value Based on upper echelons theory, this research reveals the realization mechanism of innovation ambidexterity from the perspectives of leader attention and leadership behavior. This paper avoids the previous research limitation of prevalently employing demographic measurements to substitute for leaders’ psychological processes. The study of LAS also explains the formation mechanism of TL. ED is considered to examine the effectiveness of TL.

scholarly journals ADHD and its Effects on Job Performance: A Moderated Mediation Model

2020 ◽  
Vol 4 (1) ◽  
pp. 1-25
Author(s):  
Ernesto Rosario-Hernández ◽  
Lillian Rovira-Millán
Keyword(s):  
Job Performance ◽  
Task Performance ◽  
Organizational Citizenship ◽  
Work Engagement ◽  
Structural Equation ◽  
Equation Modeling ◽  
Work Behaviors ◽  
Productive Work ◽  
The Relationship

The purpose of the present study was to examine the effects of ADHD on job performance and the possible me-diating role of work engagement and moderating role of gender. Hypotheses testing were performed using structural equation modeling base on PLS-SEM approach applied to a sample of 448 employees from different organizations in Puerto Rico. The results shown that ADHD has a direct effect on task performance and counter-productive work behaviors, but none on organizational citizenship behaviors. Meanwhile, the relationship be-tween ADHD and task performance/organizational citizenship behavior were mediated by work engagement. On the other hand, gender moderated the relationship between ADHD and counterproductive work behaviors on which males were more strongly to show counter-productive work behaviors under high levels of ADHD than females. Findings are discussed in the light of their theoretical and practical implications for future studies.

scholarly journals Is the Role of Work Engagement Essential to Employee Performance or ‘Nice to Have’?

2019 ◽  
Vol 11 (4) ◽  
pp. 1050 ◽  
Author(s):  
Woocheol Kim ◽  
Soo Han ◽  
Jiwon Park
Keyword(s):  
Job Performance ◽  
Work Engagement ◽  
Turnover Intention ◽  
Structural Equation ◽  
Employee Performance ◽  
Equation Modeling ◽  
Personal Resources ◽  
Full Time ◽  
Direct Effects ◽  
The Relationship

The current study aimed to scrutinize roles of work engagement as a mediator in the relationships between job and personal resources and employees’ outcomes, namely job performance and turnover intention, specifically focusing on testing the essentiality of work engagement. A total of 571 complete responses from full-time employees in Korean organizations were utilized for data analysis with structural equation modeling (SEM). This study analyzed two research models through the competing model approach: One model (Model 1) specified that job and personal resources directly influence job performance and turnover intention and also indirectly influence job performance and turnover intention through work engagement, whereas the other model (Model 2) specified that job and personal resources only indirectly influence turnover intention and job performance through work engagement. The results of the competing models demonstrated that overall, Model 2 adequately fit better than Model 1. The results also showed that the direct effects of job and personal resources on work engagement, as well as the direct effects of work engagement on job performance and turnover intention were statistically significant. In addition, the results of the study revealed statistically significant mediating effects of work engagement, not only on the relationship between job and personal resources and job performance, but also on the relationship between job and personal resources and turnover intention. Based on the results, theoretical and practical implications for human resource management, limitations, and recommendations for further research are discussed.

PSYCHOLOGICAL CAPITAL AS A MEDIATION, RELATIONSHIP BETWEEN EMPOWERING LEADERSHIP , TRANSFORMATIONAL LEADERSHIP BEHAVIOR, PROACTIVE PERSONALITY TO INDIVIDUAL JOB PERFORMANCE

2019 ◽  
Vol 4 (3) ◽  
pp. 492 ◽  
Author(s):  
Gus Andri Andri ◽  
Wiwiek Rabiatul Adawiyah ◽  
Ratno Purnomo
Keyword(s):  
Transformational Leadership ◽  
Job Performance ◽  
Structural Equation ◽  
Psychological Capital ◽  
Leadership Behavior ◽  
Hypothesis Test ◽  
Individual Performance ◽  
Proactive Personality ◽  
Empowering Leadership ◽  
The Relationship

<p><span lang="EN-US">This study aims at examine is the moderating role of psychological capital on the relationship, empowering leadership, transformational leadership behavior, and proactive personality toward individual job performance. The samples are 215 respondents using questionaire. The respondents are Minang migrant entrepeneurs in Purwokerto-Central Java. Data analysis using Structural Equation Model (SEM). The result of this study shows that the first hypothesis test, the influence of empowering leadership toward employee’s proactive personality. The second hypothesis test, the influence of transformational leadership behavior toward Employee’s proactive personality. The third hypothesis, the influence of employee’s proactive personality toward psychological capital. Based on Sobel Test, psychological capital mediates the relationship between employee’s proactive personality and individual performance </span></p><p><span lang="EN-US"><br /></span></p><p><span lang="EN-US"><em>Tujuan Penelitian ini dilakukan adalah untuk menguji apakah variabel modal psikologis sebagai variabel mediasi mempengaruhi hubungan antara kepemimpinan yang memberdayakan, kepemimpinan transformasional, dan kepribadian proaktif terhadap kinerja individu. Penelitian ini mengambil sampel sebanyak 215 responden dengan menggunakan kuesioner. Responden adalah pengusaha Perantau Minang di Purwokerto-Jawatengah. Fonemena gab yang terjadi kesenjangan   kepemimpinan perantau Minang yang tergabung dalam Ikatan keluarga Minang dibandingkan dengan suku lainnya dalam membangun kewirausahaan di Purwokerto-Jawatengah. Permasalaha penelitian yang ditemukan adalah terbatasnya pembahasan modal psikologi kewirausahaan, sehingga faktor yang mendorong individu secara psikologis dan proaktif dalam keberhasilann kinerja semakin rendah.</em> <em>Analisis data menggunakan model persamaan struktural (SEM). Hasil penelitian menunjukkan hipotesis pertama, adanya pengaruh pemberdayaan kepemimpinan terhadap kepribadian proaktif individu.  Hipotesis dua, adanya pengaruh kepemimpinan transformasional terhadap kepribadian proaktif individu. Hipotesis tiga, adanya pengaruh kepribadian proaktif individu terhadap modal psikologis. Dan pada hipotesis   empat, pengaruh modal psikologis memediasi hubungan antara kepribadian proaktif individu dengan kinerja individu, berdasarkan hasil uji sobel, maka nilai </em><em>3,62 Sobel test; p &lt;0.0012).</em></span></p>

scholarly journals Unlocking the Contradictory Outcomes of Presenteeism Through a Temporal Model: Effort Exertion as a Mediator

2021 ◽  
Vol 12 ◽  
Author(s):  
Chun-Yi Chou ◽  
Merce Mach
Keyword(s):  
Job Performance ◽  
Work Engagement ◽  
Structural Equation ◽  
Significant Proportion ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Future Research ◽  
Work Related ◽  
One Year ◽  
The Relationship

The effects of presenteeism, that is, working while ill or exhausted, are unclear, as previous research has yielded contradictory results. The aim of this study was thus two-fold: clarify the differential effects of short versus long-term presenteeism and corroborate the mediating effect of effort exertion on the relationship between presenteeism and work-related outcomes. We adopt a three-wave panel design and measure all the variables at three different points (initially, after one week and after one year) to understand the effects of presenteeism over time. Our sample consists of 361 Chinese employees working in diverse industries in Taiwan. We analyze the panel data using structural equation modeling and bootstrapping. Our results reveal that presenteeism is positively associated with increased effort, work engagement, and job performance after one week. By contrast, presenteeism is negatively associated with job performance and work engagement though positively associated with emotional exhaustion after one-year. Our research contributes to clarify paradoxical results regarding presenteeism’s consequences, as well as corroborating that effort exertion mediates the relationship between presenteeism and work outcomes. We also identify practical implications for organizations managing employees working remotely, a more common reality with the outbreak of the COVID-19 pandemic, the ensuing lockdowns and digitalization which has started to become the norm for a significant proportion of working sectors. Finally, we suggest recommendations for future research on presenteeism.

scholarly journals Harmonizing dependency and independence

2012 ◽  
Vol 25 (2) ◽  
pp. 453-476
Author(s):  
ByungJik Kim ◽  
MyungHo Chung
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Perceived Control ◽  
Structural Equation ◽  
Equation Modeling ◽  
Transformational Leaders ◽  
Mediating Role ◽  
Structural Relationships ◽  
The Relationship

Transformational leadership produces ambidextrous effects: followers' dependence on leaders and independent competence. These two effects represent affective and cognitive aspects of psychological process in the functioning of transformational leadership. This study examined the mediating role of trust and perceived control as the link between transformational leadership and organizational commitment. With analysis of data from 1,136 employees using structural equation modeling(SEM), we tested the hypothetical model explaining the structural relationships among the variables and interpreted the fitness and robustness of the suggested model. The results showed that (1) trust partially mediated the relationship between transformational leadership and organizational commitment, and (2) the relationship between transformational leadership and organizational commitment was also partially mediated by perceived control. The results suggest that transformational leaders need to harmonize both dependency and independence of followers. The implications and the directions for future studies were also discussed.

scholarly journals The impact of transformational leadership and interactional justice on follower performance and organizational commitment in a business context

2021 ◽  
Vol 46 (4) ◽  
pp. 274-283
Author(s):  
Geir Thompson ◽  
Robert Buch ◽  
Per-Magnus Moe Thompson ◽  
Lars Glasø
Keyword(s):  
Transformational Leadership ◽  
Social Exchange ◽  
Structural Equation ◽  
Social Exchange Theory ◽  
Leadership Behavior ◽  
Interactional Justice ◽  
Equation Modeling ◽  
Business Context ◽  
Direct Reports ◽  
The Impact

The relationships between transformational leaders and several follower outcomes have been well investigated, but the mechanism through which these leadership behaviors relate to such outcomes is relatively unexplored. By investigating the mediating role of interactional justice, using structural equation modeling analyses, and data collected from supervisors and direct reports at various organizational levels, the present study provides insight into the psychological processes underlying transformational leadership and its effectiveness on follower outcomes. In line with social exchange theory, the main takeaway from the present study is suggesting that leaders, who display transformational leadership behavior in a manner perceived by followers as respectful, fair, and consistent with moral and ethical standards, may expect greater follower organizational attachment as an appropriate response to interactional justice.

scholarly journals Predicting innovative work behaviors through transformational leadership

2021 ◽  
Vol 10 (1) ◽  
pp. 69-84
Author(s):  
Bruce Gashema
Keyword(s):  
Transformational Leadership ◽  
Organizational Learning ◽  
Social Exchange ◽  
Structural Equation ◽  
Organizational Level ◽  
Equation Modeling ◽  
Important Relationship ◽  
Corporate Social ◽  
The Relationship ◽  
Innovation Behavior

To stay competitive and viable in today's rapidly evolving and highly hostile market climate, companies need to concentrate more on innovation. In this regard, the specific quality of transformational leadership has been strongly linked to organizational innovativeness. However, the purpose of this study is to examine the relationship between transformational leadership and the innovation behavior of employees. The literature review developed in the current study is fundamentally centered on how transformational leaders value innovation by facilitating organizational learning to foster innovative behavior among employees. Corporate social responsibilities as an organizational level factor that can drive employee attitudes were also examined as a moderating effect in this relationship. The rationale of the relationship of the variables is supported by both transformational leadership theory (TFL) and social exchange theory (SET). Data were collected from corporate social responsibility engaged SMEs operating in Rwanda. Using Cranach’s alpha reliability and validity were tested while structural equation modeling (SEM) was used in analyzing data. The findings of this study intend to fill some gaps in the current literature such as the introduction of CSR in the relationship between top managerial level leadership, organizational learning, and innovation behavior of employees, also introducing SET to explain such important relationship

scholarly journals The Relationship between Recruiter Burnout, Work Engagement and Turnover Intention: Evidence from Serbia

2020 ◽  
Vol 31 (2) ◽  
pp. 197-210
Author(s):  
Tatjana Ivanovic ◽  
Sonja Ivancevic ◽  
Milica Maricic
Keyword(s):  
Work Engagement ◽  
Turnover Intention ◽  
Structural Equation ◽  
Negative Impact ◽  
Positive Impact ◽  
Online Questionnaire ◽  
Academic Literature ◽  
Equation Modelling ◽  
High Degree ◽  
The Relationship

Contemporary research on disorders in modern-day work environment marks burnout among employees in different professions as an important disorder with serious consequences. Practice has shown that recruiters are one of the professions frequently facing burnout. The relationship between burnout, work engagement and turnover intention has often been investigated in the literature. However, even though scholars are increasingly interested in these relationships in other professions, there is a growing need for studies evaluating the relationship between the three concepts among human resource (HR) professionals, particularly recruiters. Having this in mind, the aim of this study is to identify, understand and examine the relationship between burnout, engagement and turnover intention of recruiters in Serbia. The data was collected using an online questionnaire within a sample of 100 recruiters in Serbia. Copenhagen Burnout Inventory was used for measuring burnout, UWES-9 for measuring work engagement and TIS-6 for measuring turnover intention. Structural equation modelling (SEM) was used for evaluating the relationships between burnout, turnover intention and work engagement. The results of the research showed that work engagement has a negative impact on burnout and that burnout has a positive impact on turnover intention, while the relationship between work engagement and turnover intention was not confirmed. The correlation analysis confirmed all three examined relationships. The results largely support the findings from the literature for other professions confirming that employees who suffer from a high degree of burnout are more likely to have a turnover intention. Finally, the implications of these results and recommendations for organizations and recruiters themselves to prevent and decrease burnout are discussed. The findings of this study can make a contribution to the specific academic literature on burnout among recruiters and initiate further research on this topic of high interest.

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