scholarly journals Influence of Transformational Leadership on Work Engagement and Employee Performance

2020 ◽  
pp. 62-73
Author(s):  
Benedicta Akey-Torku ◽  
Baozhen Dai
Keyword(s):  
Transformational Leadership ◽  
Work Engagement ◽  
Work Performance ◽  
Employee Performance ◽  
The Other ◽  
Intellectual Stimulation ◽  
Leadership Attributes ◽  
Innovative Thinking ◽  
And Performance ◽  
The Relationship

The effect of different factors on the relationship between work engagement and commitment on one hand and performance on the other is already established in the extant literature While a multiplicity of studies have identified differences in the moderating effect of experience level, gender, age on work engagement, commitment and performance is barely explored in the current literature even though with greater certainty. The objective of this research is to examine the influence of transformational leadership attributes on the employees’ work engagement. The results of the analysis earlier presented means that both hypotheses must be accepted. The study found out that while intellectual stimulation affects employees’ performance, the effect of idealised influence on employees’ work performance is significantly higher. The results affirm the long held notion that encouraging innovative thinking is an important factor that contributes to employee performance and vice versa.

scholarly journals The Moderating Effect of Demography on the Interaction between Transformational Leadership, Employee's Engagement, Productivity and Commitment

2020 ◽  
pp. 85-101
Author(s):  
Benedicta Akey-Torku ◽  
Baozhen Dai
Keyword(s):  
Transformational Leadership ◽  
Work Engagement ◽  
Work Performance ◽  
Healthcare Sector ◽  
Intellectual Stimulation ◽  
Years Of Experience ◽  
Organisational Commitment ◽  
Hospital Employees ◽  
Global Work ◽  
The Relationship

As the global work environment keeps changing to suit the exigencies of the demands of the modern patient and employees, the issue of the influence of leadership in the healthcare sector has come to the fore. This paper seeks to evaluate the moderating influence of demographic variables on the interaction between transformational leadership and work engagement as well as between the influence of work engagement and organisational commitment. As disclosed in the framework the intervening variables are the gender, age and the level of experience of the respondents. Moreover this chapter highlights the influence that organisational commitment has on work performance of employees. The analysis leads to the rejection of the hypothesis that age and number of years of experience equally moderates the relationship between idealised influence and work engagement among hospital employees in Ghana. The findings of the study also reject the notion that gender moderates the relationship between intellectual stimulation and work engagement among hospital employees in Ghana. This was also observed in the case of the role of age and number of years of experience. It is instructive to note also that this findings reject the postulation that the number of years of experience moderates the relationship between intellectual stimulation and work engagement among hospital employees in Ghana, In the same regard this research rejects the idea that the number of years of experience moderates the relationship between idealised influence and work engagement among hospital employees in Ghana.

scholarly journals The Influence of Transformational Leadership on Work Engagement and Employee Commitment

2020 ◽  
pp. 71-83
Author(s):  
Benedicta Akey-Torku ◽  
Baozhen Dai
Keyword(s):  
Transformational Leadership ◽  
Work Engagement ◽  
Healthcare Professionals ◽  
Employee Commitment ◽  
Intellectual Stimulation ◽  
Leadership Attributes ◽  
Relational Networks ◽  
The Social ◽  
Clear Insight ◽  
The Relationship

Despite the fact that leaders may be constrained as far as the structure of relational networks function restricts the flow of information, knowledge and resources, leadership is responsible to have clear insight of the goals of the organization and its administrative tasks or function,, appreciate strongly the nature of fluidity and dynamics of the social structures in the organisation and how they affect the organisation over before they can be effective. This paper investigates the relationship between transformational leadership attributes and employee’s commitment. The study further investigates the extent to which work engagement mediates the relationship between transformational leadership and employee commitment. The analysis shows that the entire hypothesis must be accepted. This is because a leader’s intellectual stimulation significantly influences the commitment of healthcare professionals and it’s statistically significant at 95% confidence interval. The same applies to the fact that the relationship between intellectual stimulation and employee commitment is mediated by work engagement. Again the analysis accepts the fact that a leader’s idealised influence significantly influences the commitment of healthcare professionals and also that the relationship between idealised influence and employee commitment is mediated by work engagement.

scholarly journals Investigating the relationship between leadership style of nursing department managers and work engagement in faculty members of Iranian universities of medical sciences

2021 ◽  
Author(s):  
S KhoshKesht ◽  
A Yaghoobzadeh ◽  
N Dehghan-nayeri‏
Keyword(s):  
Transformational Leadership ◽  
Leadership Style ◽  
Work Engagement ◽  
Work Experience ◽  
Faculty Members ◽  
Validity And Reliability ◽  
Significant Difference ◽  
And Performance ◽  
The Impact ◽  
The Relationship

Introduction: The success of an organization is determined by its human ‎resources. Work engagement leads to higher productivity and performance of the organization. Leaders seek to understand the impact of ‎their leadership style on work engagement. This is even more important in educational organizations but research in this area is insufficient. This study aimed to investigate the relationship between department ‎manager’s leadership styles and faculty member’s work engagement in some Iranian universities of medical ‎sciences‎. Methods: This was a descriptive-analytical correlational study. 149 people including faculty members and department managers with at least 6 months of work experience were selected through the convenience sampling method. Data collection tools included ‎a demographic questionnaire, a multi-factor leadership questionnaire, and a Schaufeli & Bakker work engagement questionnaire whose validity and reliability were examined. ‎Data were analyzed using SPSS software version 16. Result: A total of 114 faculty members with 13.42 ± 9.75 and 35 department managers with 19.91 ± 8.67 work experience participated in this study. Faculty members reported high work engagement. There was a positive and significant relationship between work engagement and interactional (P = 0.010) and transformational leadership (P = 0.001). ‎There was a significant difference between manager’s and employee’s views on the interactional ‎and transformational leadership (P < 0.001). Conclusion: Managers can promote job engagement by selecting the proper leadership style, and the advantages can be leveraged to boost organizational productivity.

scholarly journals Analisis gaya kepemimpinan transformasional terhadap kinerja karyawan yang dimediasi komitmen kerja

2020 ◽  
Vol 4 (2) ◽  
pp. 99-111
Author(s):  
Rahmad Hidayat ◽  
Endi Sarwoko ◽  
Andi Nu Graha
Keyword(s):  
Transformational Leadership ◽  
Quantitative Research ◽  
Employee Performance ◽  
Future Research ◽  
Work Commitment ◽  
Mediating Role ◽  
Analysis Technique ◽  
And Performance ◽  
The Relationship

The purpose of this study was to determine the effect of transformational leadership on employee performance and to analyze the mediating role of work commitment. This research is a type of quantitative research, using a questionnaire arranged with a 5 point Likert scale. The research variables consisted of transformational leadership as an exogenous variable, employee performance as an endogenous variable, and work commitment while the mediating variable. The research sample was 80 employees of PT. Kalbe Farma, Tbk. The data analysis technique uses path analysis. The results showed that transformational leadership has a direct effect on employee performance. Other findings indicate that work commitment acts as a partial mediator of the relationship between transformational leadership and employee performance. Future research can develop research by including the role of organizational culture as a factor influencing commitment and performance.

scholarly journals GAYA KEPEMIMPINAN TRANSFORMASIOAN

2019 ◽  
Author(s):  
zilviwahyana ◽  
hanif al kadri
Keyword(s):  
Transformational Leadership ◽  
Literature Review ◽  
Systematic Literature Review ◽  
Employee Performance ◽  
Factors Influencing ◽  
New Information ◽  
And Performance ◽  
The Relationship ◽  
A Company

ABSTRAK This article aims to explain the notion of transformational leadership, factors influencing transformational leadership and the relationship between transformational leadership and performance. The methodology used in this article is Systematic Literature Review (SLR). Researchers look for relevant theories, conclude, analyze and researchers create new information based on existing theories. The results of this article are based on the analysis of researchers that there is a relationship between transformational leadership and employee performance in a company

Moderating effect of organizational citizenship behavior on the effect of organizational commitment, transformational leadership and work motivation on employee performance

2018 ◽  
Vol 60 (4) ◽  
pp. 953-964 ◽  
Author(s):  
Marcy Rita ◽  
Otto Randa Payangan ◽  
Yohanes Rante ◽  
Ruben Tuhumena ◽  
Anita Erari
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Work Motivation ◽  
Employee Performance ◽  
Citizenship Behavior ◽  
Content Type ◽  
And Performance ◽  
The Relationship

PurposeThis study aims to examine the relationship between transformational leadership, organizational commitment, motivation, organizational citizenship behavior (OCB) and employee performance.Design/methodology/approachThis research is located in the province of Papua, and more specifically at the District Secretariat Papua Province. The study was conducted in the months from April to June 2016. This study tested the effect of transformational leadership, organizational commitment, work motivation, OCB and performance Officer Regional Secretariat Papua Province, then the variable research is transformational leadership, organizational commitment, work motivation, OCB and performance officer. Structural equation modeling (SEM) calculation tool is commonly used is the program analysis of moment structures.FindingsThe results of studies show that moderating OCB does not significantly affect the relationship between organizational commitment, transformational leadership, work motivation and the performance of employees at the District Secretariat in Papua Province.Originality/valueOriginality of this paper is on the comprehensive study that combines the variables of transformational leadership, organizational commitment, work motivation, OCB and performance into a complete model of study. Originality for this paper shows the moderation effect of OCB on the effect of organizational commitment, transformational leadership and work motivation on employee performance. This research is located in the Province of Papua, and more specifically at the District Secretariat Papua Province.

Bullying effects on performance and engagement among academics

2019 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Matti Meriläinen ◽  
Kristi Kõiv ◽  
Anu Honkanen
Keyword(s):  
Work Engagement ◽  
Structural Equation ◽  
Work Performance ◽  
Rating Scale ◽  
Mail Survey ◽  
Content Type ◽  
Perceived Performance ◽  
Point Rating Scale ◽  
And Performance ◽  
The Relationship

Purpose The purpose of this paper is to examine relationships between perceived bullying, work engagement and work performance among Estonian academics. Specifically, it details what forms of bullying affect work engagement and performance. Moreover, the study explores the relationship between engagement and performance among bullied academics. Design/methodology/approach A total of 864 faculty members from nine Estonian universities participated in an e-mail survey in Spring 2014. Bullying was measured using the Negative Acts Questionnaire-Revised (NAQ-R22), and work engagement was assessed using the nine-item Utrecht Work Engagement Scale. Respondents’ perceived performance and productivity were measured on a ten-point rating scale. Structural equation modelling was used to analyse the relationship between bullying, engagement and performance. Findings Perceived bullying – especially “professional understating” – decreased work engagement and work performance among Estonian academics. The decrease in performance preceded the decrease in engagement or vice versa. The decrease in engagement was followed by lowered performance. Research limitations/implications A longitudinal study is needed to prove the specific one-way effect of (decreased) performance (because of perceived bullying) on engagement. Practical implications Preventing bullying and further increasing engagement and performance among Estonian academics requires getting out of policy of professional understating. Social implications The authors need to determine why Estonian academics experience professional understating, which includes being ordered to perform tasks below one’s level of competence and having key areas of responsibility removed or replaced with more trivial or unpleasant tasks. Originality/value The present results prove that it is possible to differentiate between specific forms of bullying in a specific context and further reveal those factors specifically that affect work performance and work engagement. Among Estonian academics – revealed in this study – “professional understating” seems to be such a factor.

scholarly journals GAYA KEPEMIMPINAN TRANSFORMASIOAN

2019 ◽  
Author(s):  
puti reno nilam zahara ◽  
hanif al kadri
Keyword(s):  
Transformational Leadership ◽  
Literature Review ◽  
Systematic Literature Review ◽  
Employee Performance ◽  
Factors Influencing ◽  
New Information ◽  
And Performance ◽  
The Relationship ◽  
A Company

ABSTRAK This article aims to explain the notion of transformational leadership, factors influencing transformational leadership and the relationship between transformational leadership and performance. The methodology used in this article is Systematic Literature Review (SLR). Researchers look for relevant theories, conclude, analyze and researchers create new information based on existing theories. The results of this article are based on the analysis of researchers that there is a relationship between transformational leadership and employee performance in a company

scholarly journals "TRANSFORMATIONAL LEADERSHIP AND ITS IMPACT ON EMPLOYEE PERFORMANCE: FOCUS ON PUBLIC EMPLOYEES IN AFGHANISTAN"

2021 ◽  
Vol 63 E ◽  
pp. 49-68
Author(s):  
Seyawash FEROZI ◽  
Yongjin CHANG
Keyword(s):  
Transformational Leadership ◽  
Employee Performance ◽  
Job Security ◽  
Two Dimensions ◽  
Middle Level ◽  
Public Works ◽  
Intellectual Stimulation ◽  
Public Employees ◽  
Management Positions ◽  
The Relationship

"This study examines the relationship between transformational leadership and employee performance based on a survey conducted on 150 employees in low and middle level management positions in the Ministry of Public Works in Kabul, Afghanistan. The survey questionnaire consisted of questions about employee performance, transformational leadership (6 dimensions), pay satisfaction, job security, and demographic control variables. The result of OLS regression analysis concludes that two dimensions of transformational leadership – identifying and articulating a vision, and intellectual stimulation – are statistically significant and positively related to employee performance. In addition, job security is highly significant and related to employee performance."

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