scholarly journals The Relationship between Transformational Leadership, Leader Effectiveness, and Turnover Intentions: Do Subordinate Gender Differences Exist?

2014 ◽  
Vol 7 (1) ◽  
pp. 64-79 ◽  
Author(s):  
Janelle E. Wells ◽  
Jon Welty Peachey ◽  
Nefertiti Walker
Keyword(s):  
Gender Differences ◽  
Transformational Leadership ◽  
Turnover Intentions ◽  
Leader Effectiveness ◽  
The Relationship

scholarly journals Is “Individual Focused” Leadership More Effective And Satisfying Than “Group Focused” Leadership! An Empirical Research

2019 ◽  
Vol 8 (3) ◽  
pp. 6612-6621
Keyword(s):  
Transformational Leadership ◽  
Leadership Style ◽  
Leader Effectiveness ◽  
Intellectual Stimulation ◽  
Empirical Survey ◽  
Extra Effort ◽  
Idealized Influence ◽  
The Individual ◽  
The Relationship ◽  
Bass And Avolio

Purpose- The purpose of this paper is to explore the relationship between individual focused and group focused Transformational Leadership and outcomes measured in terms of extra effort, effectiveness and satisfaction through an empirical survey in three Indian industry segments. Transformational leadership is a leadership form which is fully evolved. Leadership is essentially motivating others but not coercing them. The focus of transformational leadership is to change the thought process of the followers to enable them to contribute their might for the organization instead of seeking rewards from the organization. Transformational leadership was explained in detail by James M Burns and was further elaborated by Bass and Avolio as consisting of five leadership constructs ie idealized influence related to the leader’s behaviors, idealized influence related to the leader’s attributes, inspirational motivation, intellectual stimulation, and individualized consideration. Process- Correlation between Transformational leadership and its impact in motivating people has been an interesting subject to evaluate. Bass and Avolio developed MLQ ( Multi factor leadership questionnaire ) to carry out such a study. This survey was carried out in a large Indian Paper and Paperboard manufacturing division, a tobacco division and an agri division of an enterprise of repute in which about 326 managers participated and the survey findings were subjected to statistical analysis. Findings-Transformational leadership is reputed to enhance employee satisfaction, motivation, technological innovation, and leader effectiveness ratings. While all of these have been proved by the survey quoted above, it was interesting to note the relationship between Individual focused leadership and Group focused leadership and the outcomes measured in terms of extra effort, effectiveness and satisfaction. Research limitations-In the empirical survey carried out, participants were males which is a limitation caused by non availability of lady managers. Originality/value-The current research compared the individual constructs of the Leadership style in terms of Individual focused leadership and Group focused leadership and each of the outcomes in detail and established their relationship.

scholarly journals Gender Differences in Implementing Organizational Change in Romania’s Central Public Administration

2021 ◽  
Vol 19 (1) ◽  
pp. 9-40
Author(s):  
Constantin M. Profiroiu ◽  
Alina G. Profiroiu ◽  
Corina C. Nastaca
Keyword(s):  
Gender Differences ◽  
Transformational Leadership ◽  
Organizational Change ◽  
Public Administration ◽  
Public Institutions ◽  
Transformational Leaders ◽  
Opinion Survey ◽  
Female Leaders ◽  
Almost All ◽  
The Relationship

The present study analyses the gender differences in implementing organizational change in Romania’s central public administration, from a subordinates’ perspective, in order to establish whether female leaders are more likely to adopt change in comparison to their male counterparts. The research methodology consists of an opinion survey conducted in the central public administration of Romania based on a questionnaire. The study reveals that female leaders are perceived in a positive, yet not in a better manner than men. They are considered transformational leaders capable of involvement in the process of organizational change of public institutions. There are no significant differences between the perceptions of men and women as leaders, although almost all the differences are in favour of men. The study shows a strong correlation between transformational leadership and leaders’ capacity of implementing the management of change, the relationship being stronger in the case of female leaders who should continue to strengthen transformational behaviours.

scholarly journals The effect of organisational leadership on value congruence and effectiveness: An integrated model

2002 ◽  
Vol 5 (3) ◽  
pp. 589-606
Author(s):  
A. S. Engelbrecht
Keyword(s):  
Transformational Leadership ◽  
Value Congruence ◽  
Integrated Model ◽  
Leader Effectiveness ◽  
Review Of Literature ◽  
Research Propositions ◽  
Congruence Model ◽  
The Relationship ◽  
Efficacy Expectancies ◽  
Transactional And Transformational Leadership

The study explores the influence of transactional and transformational leadership on value congruence and leader effectiveness. Despite the relevance of a leadership-value congruence relationship, a good theoretical framework is lacking. After a review of literature on each of these areas, an integrated model of the relationships between leadership, value congruence and outcomes, is presented. Drawing on previous research, it is proposed that the relationship between leadership and effectiveness be mediated by the efficacy expectancies of followers. It is argued that leader-follower altruistic value congruence would moderate the relationship between transformational leadership and effectiveness. By contrast, leader-follower trading value congruence would moderate the relationship between transactional leadership and effectiveness. Based on the leadership-value congruence model, several research propositions are presented for future empirical verification.

scholarly journals The Relationship between Transformational Leadership, Organizational Commitment, Work Stress, and Turnover Intentions of Nurse at Private Hospital in Indonesia

2020 ◽  
Vol 8 (E) ◽  
pp. 551-557
Author(s):  
Rindu Rindu ◽  
Syukri Lukman ◽  
Hardisman Hardisman ◽  
Muhammad Hafizurrachman ◽  
Adang Bachtiar
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Work Stress ◽  
Turnover Intention ◽  
Private Hospital ◽  
Turnover Intentions ◽  
Negative Influence ◽  
Positive Influence ◽  
Nurse Turnover ◽  
The Relationship

AIM: This study aimed to examine the relationship between transformational leadership, organizational commitment, work stress, and turnover intentions of Nurse at Private Hospital in Indonesia. METHODS: A quantitative cross-sectional research design was adopted, consist of 97 Nurses. This study used a Confirmatory Factor Analysis, Structural Equation Modeling using PLS-SEM approach to analyze the data. RESULTS: The results showed that there is a positive influence on transformational leadership on organizational commitment. The better transformational leadership, the higher the organizational commitment of nurses. There is a negative influence on transformational leadership on work stress. The better transformational leadership, the lower the work stress of nurses. There is a negative influence on organizational commitment to turnover intentions. The higher the nurse’s organizational commitment, the lower the nurse turnover intention. There is a positive influence on work stress to turnover intentions. The higher the nurse’s work stress, the higher the the nurse turnover intention. Another outcome discovered was that indirect influence of leadership through commitment and work stress is greater than direct influence, transformational leadership directly influenced organization commitment, and work stress but was not significantly related to turnover intentions. CONCLUSION: Researcher suggests that leadership roles in building commitment and helping to manage the work stress of nurses are needed.

Examining the influence of transformational leadership, organizational commitment, job embeddedness, and job search behaviors on turnover intentions in intercollegiate athletics

2014 ◽  
Vol 35 (8) ◽  
pp. 740-755 ◽  
Author(s):  
Jon Welty Peachey ◽  
Laura J. Burton ◽  
Janelle E. Wells
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Intercollegiate Athletics ◽  
Job Search ◽  
Turnover Intentions ◽  
Voluntary Turnover ◽  
Job Embeddedness ◽  
Content Type ◽  
Search Behaviors ◽  
The Relationship

Purpose – The purpose of this paper is to explore the influence of transformational leadership, organizational commitment, job embeddedness, and job search behaviors on voluntary turnover intentions among senior administrators in intercollegiate athletics departments in the USA. Design/methodology/approach – In total, 196 senior athletic administrators completed an online questionnaire assessing transformational leadership of the athletic director, organizational commitment, job embeddedness, job search behaviors, and voluntary turnover intentions. A model of turnover intentions was tested using structural equation modeling. Findings – Results indicated that organizational commitment did not mediate the relationship between transformational leadership and job search behaviors, nor did job search behaviors mediate the relationship between organizational commitment and turnover intentions. However, job embeddedness moderated the relationship between organizational commitment and job search behaviors. Research limitations/implications – While the study results cannot be generalized outside of the intercollegiate context, the findings further the understanding of variables influencing the relationship between transformational leadership and turnover, which can guide future research. Practical implications – To limit job search and retain employees, managers would benefit from targeting retention efforts on employees with less organizational commitment and lower levels of job embededdness. Managers should strive to foster job embeddedness among employees. Originality/value – This study examines potential mediating and moderating variables of the relationship between transformational leadership and voluntary turnover intentions, an area of inquiry that has not been fully explored in the literature.

Narcissism, Personality Traits and Conspicuous Consumption of Brand in Youth

1970 ◽  
Vol 2 (3) ◽  
pp. 20-28
Author(s):  
Sabeen Khan ◽  
Ruhi Khalid
Keyword(s):  
Gender Differences ◽  
Personality Traits ◽  
Research Design ◽  
Quantitative Research ◽  
Sampling Technique ◽  
Conspicuous Consumption ◽  
Purposive Sampling ◽  
The Relationship

The aim of the study was to investigate the relationship among Narcissism, personality traits and conspicuous consumption of brands in youth. This used quantitative research design with a sample consisting of 50 Men and 50 Women. The age ranged between 18 – 22 years. A purposive sampling technique was used to select participants. The findings revealed that there was a relationship among conspicuous consumption and traits of personality. It was also uncovered that there are gender differences in conspicuous consumption of brands, narcissism and personality traits. Further it was concluded that narcissism is positively associated with conspicuous consumption of brands. Narcissism was likely to be a positive predictor of conspicuous consumption of brands and personality traits are likely to be a predictor of conspicuous consumption of brands.

Sign in / Sign up

Export Citation Format

Share Document