The effectiveness of transformational leadership on empowerment

2017 ◽  
Vol 24 (2) ◽  
pp. 271-287 ◽  
Author(s):  
Soyeon Kim ◽  
Mannsoo Shin
Keyword(s):  
Transformational Leadership ◽  
Psychological Empowerment ◽  
Moderating Effect ◽  
Female Leadership ◽  
Future Research ◽  
Female Leaders ◽  
Role Congruity Theory ◽  
Content Type ◽  
Role Congruity ◽  
Male Subordinate

Purpose The purpose of this paper is to investigate the influence of gender on the effectiveness of transformational leadership. Drawing on role congruity theory, it elucidates the moderating effects of leader gender, subordinate gender, and leader-subordinate gender dyad on the relationship between transformational leadership and psychological empowerment. Design/methodology/approach Employees of companies in Korea responded to a paper-pencil survey, rating their psychological empowerment and leadership behaviors of their direct leader on a five-point Likert-type scale. The analysis includes 339 responses. Findings The results indicate that a leader’s gender has no significant moderating effect on psychological empowerment, but the gender of the subordinate has a significant moderating effect, with male subordinates more strongly influenced by transformational leadership than female subordinates. Notably, the findings show that the effectiveness of transformational leadership is contingent on the leader-subordinate gender dyad. Specifically, transformational leadership has as significant an effect on female leader-male subordinate dyads as on male leader-male subordinate dyads. Research limitations/implications This study contributes to leadership and gender studies in the management field by investigating the effect of gender roles on the effectiveness of transformational leadership. Future research should extend this study and explore whether these findings are generalizable. Practical implications The remarkable finding of the effect of female leadership on employee empowerment suggests organizations should use more female leaders. Originality/value This is the first empirical study to shed light on gender issues in relation to transformational leadership in Korea.

Transformational leadership and psychological empowerment

2014 ◽  
Vol 3 (1) ◽  
pp. 18-35 ◽  
Author(s):  
Sumi Jha
Keyword(s):  
Transformational Leadership ◽  
Cultural Change ◽  
Organizational Citizenship Behavior ◽  
Psychological Empowerment ◽  
Moderating Effect ◽  
Theoretical Development ◽  
Citizenship Behavior ◽  
Frontline Employees ◽  
Content Type ◽  
Program Leaders

Purpose – The purpose of this paper is to understand various antecedents of organizational citizenship behavior (OCB). Transformational leadership and psychological empowerment were two independent variables chosen for the study. Design/methodology/approach – Standard questionnaires were used to collect data. The sample of 319 employees of different five-star hotels formed the source of data. Frontline employees having two to three subordinates and were from hotels which were in operation at least since last two years, took part in the study. Findings – The effect of transformational leadership on OCB has been found to be significant and positive. The moderating effect of psychological empowerment on OCB was also found significant. Research limitations/implications – The theoretical development from this paper will contribute toward understanding the antecedents of OCB. The moderating effect of psychological empowerment will reinforce the importance of psychological empowerment. Practical implications – It can develop practices to enhance the feeling of psychological empowerment through several training program. Leaders at the top positions shall emphasize on OCB by bringing cultural change. Originality/value – This paper probes the OCB's antecedents. It also studied the moderating effect of psychological empowerment on the relationship of transformational leadership and OCB.

scholarly journals Congruity between the female gender role and the leader role: a literature review

2019 ◽  
Vol 31 (6) ◽  
pp. 831-848
Author(s):  
Tamer Koburtay ◽  
Jawad Syed ◽  
Radi Haloub
Keyword(s):  
Empirical Studies ◽  
Female Gender ◽  
Theoretical Framework ◽  
Female Leaders ◽  
Role Congruity Theory ◽  
Gender And Leadership ◽  
Content Type ◽  
Role Congruity ◽  
Congruity Theory ◽  
Leader Role

Purpose Informed by the role congruity theory of prejudice towards female leaders, this paper aims to review the literature on gender and leadership to consolidate existing theory development, stimulate new thinking and provide a framework for future empirical studies. It offers a theoretical framework to understand what may prevent or facilitate the emergence of female leaders. Design/methodology/approach The paper reviews and synthesises recent research on the linkages between gender and leadership. Findings The review extends Eagly and Karau’s (2002) role congruity theory by identifying additional constructs that may alleviate negative prejudicial evaluations and offering new insights into the potential alignment between feminine traits and leadership success. Practical implications The theoretical framework that emerged in this paper may be used as a heuristic model to contextually examine the lack of female leaders. Originality/value The paper proposes a theoretical framework to understand issues related to the emergence of female leaders. It offers news insights into possible alignment in female-leader role stereotypes that may address prejudicial evaluations against female leaders.

“Mommy and Me”: raising implicit followership theories

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Colette Hoption ◽  
Jiashan Mary Han
Keyword(s):  
Transformational Leadership ◽  
Training Programs ◽  
Primary Caregivers ◽  
Female Leadership ◽  
Future Research ◽  
Content Type ◽  
Parenting Training ◽  
Test Female ◽  
Leader Training ◽  
Implicit Followership Theories

Purpose The purpose of this paper is to examine the antecedents to implicit followership theories (IFTs) and make recommendations for developing positive IFTs. Female transformational parenting is highlighted, showing that although followership is typically associated with one’s role in an organization, its development is not relegated to that context. Accordingly, this paper encourages transformational-parenting training and features activities for current leader-training programs to enlighten trainees about their IFTs. Design/methodology/approach Through one online and one paper survey, participants self-defined “follower,” rated their female primary caregivers’ transformational leadership during adolescence, reported their IFTs and provided demographic information. Findings Qualitative and quantitative data analyses found that the degree to which female primary caregivers demonstrated transformational leadership related to children’s positive IFTs and positive definitions about followers in young adulthood. Research limitations/implications Future research should test female caregivers’ influence on IFTs at more advanced stages of one’s career, examine their influence over participants’ followership behavior and incorporate external ratings of leadership and followership. Practical implications Recommendations for embedding IFTs into transformational-leadership-training programs are provided, falling into the categories of feedback, reflection/introspection and mentoring/coaching. In the spirit of contemporary approaches to leadership, recommendations require trainees to recognize their biases/knowledge of followers and followership and use that knowledge to facilitate collaboration between leaders and followers. Originality/value Findings spotlight female leadership, an often-overlooked source of power in organizations, and go beyond leader/follower dichotomies by insisting on IFTs awareness and development for both parties.

Transformational leadership in an extreme context

2016 ◽  
Vol 37 (6) ◽  
pp. 774-788 ◽  
Author(s):  
Kara A. Arnold ◽  
Catherine Loughlin ◽  
Megan M Walsh
Keyword(s):  
Transformational Leadership ◽  
Gender Stereotypes ◽  
Military Training ◽  
Armed Forces ◽  
Female Leadership ◽  
Leadership Roles ◽  
Female Leaders ◽  
Male And Female ◽  
Content Type ◽  
Canadian Armed Forces

Purpose – The purpose of this paper is to explore how male and female leaders define effective leadership in an extreme context. Design/methodology/approach – The authors conducted in-depth interviews with leaders working in an extreme context (a matched sample of female and male Majors and Colonels in the Canadian Armed Forces) and analysed military training materials. Findings – In the military, male and female leadership looks much more similar than might be expected. Further, surprisingly this is not occurring because women are leading in more masculine ways, but rather the opposite; men are leading in more feminine ways. Practical implications – There is a need for organizations to recognize and acknowledge the role of feminine leadership behaviours. This may also give women a better opportunity to succeed in these types of leadership roles. Originality/value – This study contributes to the leadership literature by furthering our understanding of the boundary conditions for transformational leadership in relation to gender stereotypes, situational strength, and social identity.

Impact of transformational leadership on team performance: an empirical study in UAE

2015 ◽  
Vol 19 (4) ◽  
pp. 30-56 ◽  
Author(s):  
A. Srinivasa Rao ◽  
Waheed Kareem Abdul
Keyword(s):  
Transformational Leadership ◽  
Conceptual Framework ◽  
Team Performance ◽  
Psychological Empowerment ◽  
Structural Equations ◽  
Two Dimensions ◽  
Mediation Effect ◽  
Future Research ◽  
Content Type ◽  
Support For Innovation

Purpose – The purpose of this study is to empirically investigate impact of transformational leadership on team performance and the effects of support for innovation and psychological empowerment in this association. Over the past many decades, teams have become an increasingly popular way of organizing and coordinating work. This trend creates new challenges for leaders, as they are expected to motivate individual employees and to improve team performance simultaneously. Design/methodology/approach – This study proposes a conceptual framework for understanding motivation and support extended to individual employees which would influence team performance. The conceptual framework includes psychological empowerment and support for innovation as mediating variables in the effect of transformational leadership on team performance. The study also validates the proposed conceptual framework using a second-order confirmatory factor analysis technique, namely, partial least squares-structural equations modeling, with the data collected from 182 followers from 10 service organizations in the UAE. Findings – The findings suggest that transformational leadership has significant positive impact on team performance and, on the contrary, transactional leadership has significant negative effect on team performance. Two dimensions of psychological empowerment such as meaning and self-determination have partial mediation effect in the relationship between transformational leadership and team performance. Originality/value – This study contributes to the research that identifies team mechanisms influenced by transformational leadership that can affect team success and performance, particularly in the context of UAE-based organizations. Managerial implications and future research areas are further discussed.

Gender, leadership and venture capital: measuring women’s leadership in VC firm portfolios

2017 ◽  
Vol 9 (2) ◽  
pp. 110-135 ◽  
Author(s):  
Ruta Aidis ◽  
R. Sandra Schillo
Keyword(s):  
Venture Capital ◽  
Gender Diversity ◽  
Women's Leadership ◽  
Three Dimensions ◽  
Gender Representation ◽  
Future Research ◽  
Role Congruity Theory ◽  
Content Type ◽  
Role Congruity ◽  
Leadership Management

Purpose The purpose of this paper is to present a new index summarizing women’s leadership in entrepreneurial ventures (WLEV) in the context of venture capital (VC) firm portfolios. Gender representation among VC portfolio firms is a concern for academics, and increasingly for practitioners aiming to reap the benefits of gender diversity. Design/methodology/approach Drawing on the institutional theory and gender role congruity theory, the authors present dimensions of women’s involvement in leadership roles in VC-funded companies. As previous research has not provided standard definitions, the authors clarify the relevant dimensions. In addition, the authors present an empirical analysis of 153 VC fund portfolios and demonstrate women’s involvement across the three key dimensions forming the WLEV Index: involvement in leadership, management and founding of portfolio companies. Findings The authors present a summary of WLEV index aligned with previous research. The index has suitable characteristics for future research and introduces a first comparison with existing statistics. The authors’ findings show relatively low scores of women’s leadership in the VC portfolio companies investigated, especially as compared to average USA companies. Originality/value This paper introduces standardized definitions for women’s leadership in terms of: women-led, women-founded and women-managed. This paper also introduces a methodology and constructs an index to uniformly compare VC firm portfolio companies according to all three dimensions of women’s leadership. These contributions can be expected to form the basis of future research on gender representation in VC portfolio companies.

The Role of Team–Member Exchange in Proactive Personality and Employees’ Proactive Behaviors: The Moderating Effect of Transformational Leadership

2021 ◽  
pp. 154805182110348
Author(s):  
Fong-Yi Lai ◽  
Cheng-Chen Lin ◽  
Szu-Chi Lu ◽  
Hsiao-Ling Chen
Keyword(s):  
Transformational Leadership ◽  
Team Member ◽  
Proactive Personality ◽  
Moderating Effect ◽  
Future Research ◽  
Proactive Behavior ◽  
Team Member Exchange ◽  
Member Exchange ◽  
Proactive Behaviors

This study conceptualizes team–member exchange as a mediator and transformational leadership as a moderator to understand the role of proactive personality in two types of proactive behaviors (affiliative and challenging). Considering the issue of common method variance, data were collected following a multitemporal and multisource research design, and the hypotheses were tested on a sample of 210 participants. The results showed that after controlling leader–member exchange, team–member exchange mediated the relationship between proactive personality and employees’ proactive behaviors. In addition, transformational leadership strengthened the positive relationship between the team–member exchange and challenging proactive behavior. Moreover, transformational leadership had a stronger moderating effect on challenging proactive behavior than affiliative proactive behavior. Strengths, limitations, practical implications, and directions for future research are discussed.

Impact of perceived organizational support and green transformational leadership on sustainable organizational performance: a SEM approach

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Manita Kusi ◽  
Fuqiang Zhao ◽  
Dinesh Sukamani
Keyword(s):  
Transformational Leadership ◽  
Organizational Performance ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Current Knowledge ◽  
Future Research ◽  
Content Type ◽  
The Relationship ◽  
Staff Level

PurposeThe study aims to scrutinize the concomitant associations between corporate social responsibility (CSR), perceived organizational support (POS), green transformational leadership (GTL) and organizational performance (OP). This paper aims to explore the role of intervening variable to measure the strength on the relationship between CSR and OP.Design/methodology/approachThis research administered a survey through self-administered questionnaire among the staff-level employees of construction companies of Nepal. Fully filled 305 responses from the participants were analyzed using a structural equation model. The study used self-structured questionnaire as research tool and face-to-face meetings as data collection technique.FindingsThe research indicates that POS showed competitive partial mediation relation between CSR and OP. Besides, a novel exploration of the moderation effect of GTL displays a supportive role in harmonizing the CSR with organizational support to achieve better OP. This study enriches empirical evidence to understand the linkage between CSR and POS in staff-level employees in the construction area. Moreover, the research shed a light on GTL 's moderating influence on the mediated model of CSR, POS and OP.Research limitations/implicationsAlthough the results of the study add to the current knowledge base, several limitations highlight avenues for future research. Future studies can explore the relationship in other study areas with added evidence on a similar result with different analysis patterns and study sample. The research model studied in the context of Nepal creating evidence as a representation for the developing countries.Originality/valueThe intervening role of POS and GTL gives new insight for the research-based organization based social behavior and performance

Impact of web banner advertising frequency on attitude

2018 ◽  
Vol 30 (2) ◽  
pp. 380-399 ◽  
Author(s):  
Rahim Hussain ◽  
Ahmed Shahriar Ferdous ◽  
Gillian Sullivan Mort
Keyword(s):  
Online Advertising ◽  
Repetition Effect ◽  
Brand Attitude ◽  
Moderating Effect ◽  
Future Research ◽  
Content Type ◽  
Banner Advertisements ◽  
Banner Advertisement ◽  
High Level ◽  
The Impact

Purpose The purpose of this paper is to examine whether advertising type (static or dynamic) and appeal (emotional or rational) moderate the relationship between web banner advertising frequency and consumer attitudinal response. Design/methodology/approach A laboratory experiment involving 400 participants was conducted to test for the moderating effect. Factorial ANOVA is used to measure brand attitude. Findings The results identified that the web banner advertisement type acted as a moderator between frequency and brand attitude. However, the moderating effect of banner advertisement appeal was found to be insignificant at a single banner advertisement frequency (i.e. exposure) but significantly different at a higher frequency. The study findings provide better directives for online marketers. Practical implications The major limitation is the fact that the impact of banner advertisement frequency was manipulated from one to five exposures. Future research needs to determine what happens after the fifth exposure, perhaps ten exposures or more, to determine the wear-out effect and in turn, to decide on the optimal frequency level in an effort to design more appropriate web communication strategies. Social implications The result shows that pop-up banner advertisements are intrusive, and that high level of exposures to pop-up banner advertisement could annoy online users. Thus, online advertisers should avoid repeating the pop-up banner advertisements because this could adversely affect the attitude towards the online advertising in general, and could also negatively influence attitudes towards the brand and ultimately effect online purchase. Originality/value This study contributes to the theory by providing more insights into the repetition effect, and comprehensive conclusions can be drawn based on the manipulation of banner advertisement frequency on different frequency levels. The research identifies that if the communication objective is to generate brand attitude, different strategies can be adopted depending on the banner advertisement type (pop-up vs static) and banner advertisement appeal (emotional vs rational).

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