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Showing papers on "Transformational leadership published in 2020"


Journal ArticleDOI
TL;DR: In this article, the authors examined how green human resource management interplays on to the linkages between green transformational leadership, green innovation and environmental performance, and found that green HRM indirectly through green innovation influences firm's environmental performance.

655 citations


Journal ArticleDOI
TL;DR: In this paper, the authors argue that success is far from guaranteed, and many firms focus too much on technology, and adopt a discovery-oriented, theory-based approach to drive service growth.

183 citations


Journal ArticleDOI
TL;DR: In this paper, a quantitative meta-analysis based on 130 independent studies was conducted to investigate the relationship between trust in the leader, procedural justice, and leader-member exchange, concluding that the link between SL and a range of individual-and team-level behavioral outcomes can be partially explained by trust in leader and procedural justice.
Abstract: Research suggests that when leaders, as servant leaders, focus on their followers’ needs, this can have a positive effect on organizational functioning. Yet results are inconsistent in establishing the strength of the relationships, limiting understanding of the theoretical impact and practical reach of the servant leadership (SL ) construct. Using a quantitative meta‐analysis based on 130 independent studies, the current research provides evidence that SL has incremental predictive validity over transformational, authentic, and ethical leadership. Further, the link between SL and a range of individual‐ and team‐level behavioural outcomes can be partially explained by trust in the leader, procedural justice, and leader–member exchange. The paper also explores moderators to better establish SL 's criterion‐related validity and to clarify the magnitude of effects across boundary conditions, such as research design, national culture, and industry.

176 citations


Journal ArticleDOI
TL;DR: Wang et al. as discussed by the authors investigated the relationship between green transformational leadership and green creativity and found that green intrinsic and extrinsic motivation influence green creativity in information technology industry.

174 citations


Journal ArticleDOI
TL;DR: In this article, the authors report the most comprehensive meta-analytic examination of the relationship between leadership and followers' creative and innovative performance, and examine 13 lead leaders' behaviors.
Abstract: This paper reports the most comprehensive meta-analytic examination of the relationship between leadership and both followers’ creative and innovative performance. Specifically, we examined 13 lead...

130 citations


Journal ArticleDOI
TL;DR: In this paper, transformational leaders use various behaviors to provoke followers' organizationally beneficial behaviors (e.g., better task performance and helping behaviors) through igni cation.
Abstract: This study proposed that transformational leaders use various behaviors to provoke followers’ organizationally beneficial behaviors (e.g., better task performance and helping behaviors) through ign...

121 citations


Journal ArticleDOI
TL;DR: In this article, the authors investigated effect of transformational leadership in stimulating employee creativity leading to organizational innovation and assessed the moderating role of Intrinsic Motivation between TL and EC.
Abstract: This research aimed to investigate effect of transformational leadership (TL) in stimulating employee creativity (EC) leading to organizational innovation (OI) and assess the moderating role of Intrinsic Motivation (IM) between TL and EC. The data was collected from 164 supervisor-employee dyads of 31 Pakistani software firms. A three-step approach to SEM was applied to examine mediator and moderator variables. The findings indicate that the Idealized Influence, Intellectual Stimulation, and Inspirational Motivation have a great influence on OI and EC but Individual Consideration was not found to be significantly related to OI and EC. The findings further proved the positive and significant moderating effect of IM for TL and EC. Thus, through TL style, EC can be promoted with the interactive effect of IM by inspiring employees to think out of the box leading to innovation in the organization. This paper attempts to contribute to the current literature by developing moderating role of IM. Furthermore, we have also examined how each dimension of TL is affecting EC, and OI, further some interesting discoveries are also made which other studies have not done before.

102 citations


Journal ArticleDOI
TL;DR: In this paper, the authors focus on identifying factors that facilitate or impede the implementation of innovation in organizations, and they identify attitudes toward change and transformational leadership as one of the most important factors.
Abstract: Recent literature has focused on identifying factors that facilitate or impede the implementation of innovation in organizations. Attitudes toward change and transformational leadership are regarde...

98 citations


Journal ArticleDOI
TL;DR: In this article, the mediating role of structural empowerment in the positive relationship between transformational leadership and work engagement is investigated based on self-reported questionnaires from 240 employees working in the tourism sector in Galicia (northwest of Spain).

96 citations


Journal ArticleDOI
TL;DR: In this paper, a systematic review of empirical evidence related to follower transformation as the conceptual foundation of transformational leadership theory is presented, which highlights the radical leap in the evolution of Transformational Leadership theory from nascent phenomena to mature paradigm.
Abstract: Transformational leadership theory represents a cornerstone in leadership research. Despite an impressive empirical record highlighted by both the breadth of its nomological network and magnitudes of effects, scholars raise serious construct and content validity concerns. In this article, we address a remarkable oversight in the transformational leadership literature. Few studies have assessed the theory assumption that the positive individual, group, and organizational effects of transformational leadership are due to the transformation of followers in specific and enduring ways. We offer a systematic review of empirical evidence related to follower transformation as the conceptual foundation of transformational leadership theory. Findings from this review highlight the radical leap in the evolution of transformational leadership theory from nascent phenomena to mature paradigm. Calling for a return to nascent and intermediary phases of theory development, we conclude with a research agenda aimed at creating a stronger theory, better measures, and more actionable leadership models.

85 citations


Journal ArticleDOI
TL;DR: The results corroborate findings from previous reviews, expand the relevance and generalizability by considering a broader range of relevant health-related and motivational outcomes, and highlight the importance of leadership practices in nursing.
Abstract: The aim of our review is to identify the key job resources and demands of nursing staff by integrating findings from previously published reviews along the lines of the JD-R model. Understanding these is highly relevant given the ever-increasing pressure in nursing work and the challenges of healthcare organizations in recruiting qualified staff. It is also an important step toward developing targeted workplace interventions. A comprehensive search of the literature identified 14 quantitative and qualitative reviews that were included in our integrative review of reviews. Thematic analysis identified three key job demands and six key job resources of nursing staff, namely work overload, lack of formal rewards, work-life interference, supervisor support, fair and authentic management, transformational leadership, interpersonal relations, autonomy and professional resources. Our results corroborate findings from previous reviews, expand the relevance and generalizability by considering a broader range of relevant health-related and motivational outcomes, and highlight the importance of leadership practices in nursing.

Journal ArticleDOI
01 Apr 2020-Heliyon
TL;DR: Relationships among leadership styles, work engagement and work outcomes designated by task performance and innovative work behavior among information and communication technology professionals in two countries: Ethiopia and South Korea showed that transformational leadership style had a significant positive relationship with employees' work engagement And transactional leadership styleHad a significant negative relationship with task performance.

Journal ArticleDOI
TL;DR: In this paper, the mediating effect of intellectual capital and innovation on the relationship between transformational and transactional leadership and organizational performance in Jordanian banks located in Irbid city was examined.
Abstract: The purpose of this paper is to examine the mediating effect of intellectual capital and innovation on the relationship between transformational and transactional leadership and organizational performance in Jordanian banks located in Irbid city.,A questionnaire that targeted 350 respondents resulted in 298 usable ones with a response rate of 85.14 percent. To test the research hypotheses, a structural equation model was conducted, in addition to descriptive statistics that provided background on the respondents.,The findings indicate that transformational and transactional leadership relate positively to organizational performance. The results also support the argument that intellectual capital and innovation played mediating roles in transformational and transactional leadership and organizational performance.,The present study provides managers with empirical proof that possessing strong intellectual capital in its three dimensions seems to help the banking sector in Jordan to reinforce their ability to generate both radical and incremental innovation. Also, applying an effective leadership style will motivate and lead to superior performance.,Although papers have shown that leadership style is an important factor influencing employees' performance and outcomes, this is one of the few studies that investigates the interrelationships between leadership styles, intellectual capital, and innovation on organization performance. Furthermore, it is the first to test the model on the banking sector in Jordan.

Journal ArticleDOI
TL;DR: The proliferation of construct proliferation in the leadership field raises questions concerning parsimony and whether we should focus on joint mechanisms of leadership styles, rather than the differences between them,.
Abstract: Construct proliferation in the leadership field raises questions concerning parsimony and whether we should focus on joint mechanisms of leadership styles, rather than the differences between them....

Journal ArticleDOI
TL;DR: Results suggest that nurses working with a transformational leader report higher job contentment and lower intent to leave the nursing profession.
Abstract: Aim This study examined the influence of toxic and transformational leadership practices on nurses' job satisfaction, psychological distress, absenteeism and intent to leave the organisation or the nursing profession. Background Transformational leadership is attributed to favourable nurse consequences; however, the nursing literature is silent regarding the causal association between toxic leadership and nurses' job outcomes. Methods This is a cross-sectional study involving 770 registered nurses from 15 hospitals in Central Philippines. Data were collected using seven self-report scales during the months of December 2019 to February 2020. Results The composite scores for the transformational leadership scale and toxic leadership scale were 4.22 and 1.59, respectively. Toxic leadership predicted job satisfaction, absenteeism, psychological distress and intention to leave the profession. Transformational leadership predicted job satisfaction and intent to leave the profession. Conclusion Results suggest that nurses working with a transformational leader report higher job contentment and lower intent to leave the nursing profession. Nurses who work for a manager exhibiting toxic leadership behaviours demonstrated lower job contentment, higher stress levels, frequent absenteeism and higher intent to leave the nursing profession. Implication for nursing management Nurse retention strategies should include measures to foster transformational leadership and derail toxic leadership practices in nurse managers through evidence-based education, training and professional development.

Journal ArticleDOI
TL;DR: In this paper, a meta-analysis revealed that supervisor transformational leadership is positively related to individual-and team-level innovation regardless of national boundaries, however, the relationship trended somewhat more strongly in countries with higher levels of uncertainty avoidance.
Abstract: Transformational leadership is commonly assumed to facilitate employee innovation in all cultures. Drawing upon field studies from 17 countries, this meta-analysis revealed that supervisor transformational leadership is positively related to individual- and team-level innovation regardless of national boundaries. However, the relationship trended somewhat more strongly in countries with higher levels of uncertainty avoidance. These findings suggest that employee innovation in most countries can be enhanced by investing in supervisor transformational leadership, but organizations operating in countries with higher levels of uncertainty avoidance may benefit more from this strategy.

Journal ArticleDOI
TL;DR: Meta-analytic path analysis demonstrated that the three MTL types partially explained the relationship between more distal predictors and leadership emergence/effectiveness and it was found that traits often viewed as beneficial for leadership may have a darker side that is transmitted through MTL.
Abstract: To understand how motivation to lead (MTL) fits into the broader leadership literature, we present a meta-analytic review of MTL and test a Distal-Proximal Model of Motivation and Leadership. Using a database of 1,154 effect sizes from 100 primary studies, we found that the 3 types of MTL (affective-identity, social-normative, and noncalculative) had a unique pattern of antecedents and were only modestly correlated, indicating that MTL may be best operationalized as three separate motivational constructs instead of as one overarching construct. Further, the 3 MTL types were generally associated with individuals emerging as leaders, engaging in beneficial leadership behaviors (i.e., more transformational and transactional leadership, as well as less laissez faire leadership), and performing more effectively in leadership roles. Finally, meta-analytic path analysis demonstrated that the three MTL types partially explained the relationship between more distal predictors (i.e., gender, cognitive ability, the Big Five, past leader experience, and leader self-efficacy) and leadership emergence/effectiveness. Interestingly, we found that traits often viewed as beneficial for leadership (extraversion, conscientiousness, and openness) may have a darker side that is transmitted through MTL. Taken together, this study advances theory by clarifying the distinctiveness of the three MTL types, establishing MTL's relationship with leadership outcomes, and identifying MTL's role within the broader leadership domain. (PsycINFO Database Record (c) 2020 APA, all rights reserved).

Journal ArticleDOI
TL;DR: Transactional and transformational giftedness as mentioned in this paper are two kinds of giftedness, transactional and transformative, which are defined as: transactional giftedness is transactional, and transformative is giftedness that is transformative.
Abstract: In this article, I discuss two kinds of giftedness, transactional and transformational. Transformational giftedness is giftedness that is transformative. Transformationally gifted individuals seek ...

Journal ArticleDOI
TL;DR: In this paper, the authors investigate the effects of transformational leadership on individuals and organization's innovation capability via the mediating role of employees' positive psychological capital (Psy-Cap) namely self-efficacy and optimism.
Abstract: This paper aims to investigate the effects of transformational leadership on individuals and organization’s innovation capability via the mediating role of employees' positive psychological capital (Psy-Cap) namely self-efficacy and optimism.,Structural equation modeling (SEM) is used to test proposal hypotheses through the empirical data collected from 330 participants at 90 firms in Vietnam.,The research findings revealed that self-efficacy and optimism significantly mediate the relationship between transformational leadership and innovation capabilities. In addition, self-efficacy has a greater impact on innovation capabilities compared with the effect of optimism.,The findings highlight the important role of practicing transformational leadership style to nurture and foster both employees' positive psychology sources and firms' innovation capability.,The paper has significantly advanced and deepened our understanding of how transformational leaders connect with employees to nurture and develop one of the most special aspects of human resource in contemporary working environment called employees' positive Psy-Cap for stimulating firm's innovation capabilities.

Journal ArticleDOI
TL;DR: In this article, the authors examine transformational festivals as conceptual resources for a transformation of tourism into a more responsible and sustainable practice by thinking together two usually distinct scholastic disciplines.
Abstract: Examining transformational festivals can offer conceptual resources for a transformation of tourism into a more responsible and sustainable practice. By thinking together two usually distinct schol...

Journal ArticleDOI
TL;DR: In this paper, the authors considered total quality management (TQM) as an important aspect of quality professionals' work and proposed a model based on the IPO (Input-Process-Output) model.
Abstract: Improving performance through better processes should be the focus of quality professionals. Based on the IPO (Input-Process-Output) model, this study considers total quality management (TQM) as an...

Journal ArticleDOI
TL;DR: Zhang et al. as mentioned in this paper conducted a quantitative meta-analysis based on 62 primary studies, including 66 independent samples (N = 23,037), and categorized the outcomes of TFL into subordinates' attitudinal outcomes, relational perceptions, and behavioral outcomes.
Abstract: Though the effect of transformational leadership (TFL) on followers has been largely examined in hospitality, the findings are rather inconsistent. This paper aims to provide a quantitative review for the relationship between TFL and follower outcomes in hospitality and a detailed analysis of the moderating variables (cultural differences, measurement instrument, rating sources and time lag).,To explore the effect sizes of TFL on followers, this study conducted a quantitative meta-analysis based on 62 primary studies, including 66 independent samples (N = 23,037). The outcomes of TFL were categorized into subordinates’ attitudinal outcomes, relational perceptions and behavioral outcomes.,The results indicate that TFL has the strongest impact on relational perceptions, followed by subordinates’ attitudinal and behavioral outcomes. The results also show that cultural differences, rating sources and time lag partially moderate the relationships between TFL and follower outcomes.,TFL generally has a high level of validity for explaining attitudinal, behavioral and relational perception outcomes of followers in the field of hospitality. Given that, there have been a large number of studies investigating TFL with follower attitudinal and behavioral outcomes, it might not be necessary to continue applying identical frameworks to investigate the effect of TFL. Instead, future research on TFL is expected to explore the relationship between TFL and followers’ relational perceptions and consider cultural and methodological factors.,To the best of authors’ knowledge, this is the first meta-analysis to clear theoretical links between TFL and its outcomes in the hospitality context. This study further investigates several moderators that can influence the effects of TFL and helps better understand the influence of TFL in the area of hospitality. The study also provides future research directions for leadership research in the hospitality context.

Journal ArticleDOI
TL;DR: In this paper, the effects of leaders' emotional intelligence and transformational leadership on virtual team effectiveness, including three sub-factors of team effectiveness: team performance, viability and team member satisfaction, were examined.
Abstract: As business is becoming more global, virtual teams are getting increasingly prevalent. The purpose of this paper is to examine virtual team effectiveness by taking a deeper look at the Virtual World Teams (VWTs) of Massively Multiplayer Online Games (MMOGs).,The paper investigates the effects of leaders’ emotional intelligence and transformational leadership on virtual team effectiveness, including three sub-factors of team effectiveness: team performance, viability and team member satisfaction. In addition, the indirect effect of emotional intelligence on team effectiveness via transformational leadership was examined. In total, 500 MMOG players that belonged in virtual world teams participated in the study. Hypotheses were tested through a series of multiple linear regression analyses, and one-way ANOVA tests were used to explore the impact of gender on the key factors of team effectiveness.,The analysis revealed a significant predictive relationship between perceived leader emotional intelligence and virtual team effectiveness sub-factors, mediated by transformational leadership behavior. Further analysis revealed gender differences in players’ perceptions of their leader emotional intelligence, transformational leadership and virtual team effectiveness.,This paper adds to the literature by revealing important predictors of virtual team effectiveness. These findings suggest implications for research and practice in the fields of Human Resources (HR), Human Resource Development (HRD) and training programs for e-leaders. The results of the analysis based on gender differences also have theoretical and managerial implications.,The study provides evidence that transformational leadership mediates the relationship between leaders’ emotional intelligence and team effectiveness in a virtual team.

Journal ArticleDOI
TL;DR: In this paper, the authors examined the relationships among transformational leadership, organizational climate, employees' knowledge-sharing behavior and organizational learning, and found that organizational climate was positively related to knowledge sharing behavior.
Abstract: This study examined the relationships among transformational leadership, organizational climate, employees' knowledge-sharing behavior and organizational learning.,Data were collected from 282 responses from multiple companies in South Korea. Descriptive statistics and correlations were provided. The structural equation modeling was primarily used to test the proposed hypotheses and model comparisons.,The results indicated direct effects of transformational leadership on organizational climate, knowledge-sharing and organizational learning. In addition, organizational climate was positively related to knowledge-sharing behavior. Finally, knowledge-sharing behavior was found to affect organizational learning and to be a mediator in linking transformational leadership and organizational learning.,This study contributes to the literature on the role of leader’s support to enhance employees' outcomes related to knowledge and learning. By investing different antecedents of organizational learning, this study will help scholars and professionals pay more attention to organizational learning, its process and outcomes, which can promote organizational effectiveness and next outcomes from organizational learning.,Organizations need to pay continuous attention to maintaining and strengthening employees’ knowledge-sharing behavior and learning, which is positively influenced by organizational efforts (i.e. leader’s support and supportive organizational climate).,The significance of this study is that the findings add to the academic work on organizational learning by empirically examining how leadership and organizational climate factors influence knowledge and learning outcomes and through which mechanisms.

Journal ArticleDOI
TL;DR: In this article, the effect of green transformational leadership on employee green creativity, its underlying mechanisms, and the conditions that govern the situation are examined, focusing on China's steel industry.
Abstract: Focusing on China’s steel industry, the effect of green transformational leadership on employee green creativity, its underlying mechanisms, and the conditions that govern the situation are examined. The sample analysis of 298 employees working with 46 supervisors from 23 companies indicates that green transformational leadership positively affects employee green creativity, and creative process engagement plays a mediating role in the relationship of green transformational leadership to employee green creativity. Moreover, the mediated role is moderated by green innovation strategy, which is used as a boundary spanner to affect the whole path linked by creative process engagement, so that this effect is strengthened when the level of green innovation strategy is high, rather than low. The results verify the hierarchical linear hypothesized model, which is helpful to sketch a more complete view of the relationship between green transformational leadership, creative process engagement, green innovation strategy, and green creativity, and to provide beneficial insights for innovative practice and the green management of steel enterprises.

Journal ArticleDOI
TL;DR: Wang et al. as discussed by the authors examined the impact of transformational leadership on employee civic virtue behavior (CVB) by applying social exchange theory and introduced two mediators, namely, thriving and emotional exhaustion, to explain the connection between TL and CVB.
Abstract: The study aims to examine the impact of transformational leadership (TL) on employee civic virtue behavior (CVB) by applying social exchange theory. Inconsistent findings from previous studies suggest that the mechanism through which TL contributes to employee’s citizenship behaviors is not simple and goes beyond a direct causal relationship. Therefore, the present study introduces two mediators, namely, thriving and emotional exhaustion, to explain the connection between TL and CVB, thus contributing to the literature on civic virtue and leadership. This quantitative study uses a time-lag approach to collect data in two waves at a time interval of three months. The final sample consists of 374 respondents, including employees and their supervisors working in 12 hotels situated in different tourist places in Anhui province of China. Results indicate that TL has a positive impact on CVB. Moreover, emotional exhaustion significantly mediates the link between TL and CVB. Surprisingly, the mediating effect of employee thriving is insignificant in the association between TL and CVB. This research suggests that developing and nurturing a transformational role between managers/supervisors can help in enhancing employees’ CVB. Similarly, transformational leaders can reduce employee emotional exhaustion by strengthening employee citizenship behavior. In this regard, different practical measures (i.e., mindfulness training courses) can be arranged to enhance the emotionally centered self-regulation of employees.

Journal ArticleDOI
TL;DR: The emergence of moral leadership is defined as a situation where individuals take a moral stance on an issue, convince others to do the same, and together spur change in a moral system as discussed by the authors.
Abstract: The emergence of “moral leadership,” discussed here as a situation wherein individuals take a moral stance on an issue, convince others to do the same, and together spur change in a moral system, a...

Journal ArticleDOI
TL;DR: The literature is dominated by views supporting an "either/or" orienta... as mentioned in this paper, despite occasional claims for the coexistence of transformational leadership and instructional leadership in schools.
Abstract: Purpose: Despite occasional claims for the coexistence of transformational leadership and instructional leadership in schools, the literature is dominated by views supporting an “either/or” orienta...

Journal ArticleDOI
TL;DR: Transformational leadership in the workplace can reduce nurses' burnout and a positive spiritual climate increases meaningfulness in their work, which may help in nurse retention.
Abstract: Aim To explore the relationship between spiritual climate and transformational leadership, and examine their impact on nurses perceived emotional exhaustion and intentions to quit. Background Transformational leadership is known to have a significant positive effect on work environment and job satisfaction. Additionally, promoting spiritual climate amongst staff can benefit workers by increasing self‐worth. The relationship between the two is unknown. Methods Nurse clinicians from 2 sites in the Jiangsu Province of China completed self‐report questionnaires based on spiritual climate, emotional exhaustion, clinical leadership and Turnover Intention Scales. Mediation analysis was applied to evaluate impact of spiritual climate. Results Perceived positive spirituality amongst nurse clinicians reinforces transformational leadership to reduce emotional exhaustion (indirect effect of −0.089, p < .01). Burnout and intention to leave showed significantly positive correlation with lower levels of perceived spirituality (r = .545, p < .01). Conclusion Transformational leadership in the workplace can reduce nurses' burnout, and a positive spiritual climate increases meaningfulness in their work. This may help in nurse retention. Implications for Nursing Management Health care leaders must look beyond transformational leadership to maintain a positive and supportive clinical climate, and this may involve acknowledgement of nurses' spiritual needs.

Journal ArticleDOI
TL;DR: Environmental passion and autonomous motivation are unveiled as underlying mechanisms that accounted for the link between transformational leadership and PEBs.
Abstract: Organizational management practices in promoting sustainable development of the ecological environment are becoming a crucial way for enterprises to gain competitive advantages However, whether the goal of such practices can be achieved depends on employees' perception of environmental problems and the way they act Therefore, it is important to stimulate employees' pro-environment behaviors through management activities Building on affective events theory and self-determination theory, we examined the effect of environmentally specific transformational leadership on employees' pro-environmental behaviors (PEBs), as well as the potential mediating effects of environmental passion and autonomous motivation A cross-sectional survey was conducted among 214 employees in China Structural equation modeling was performed to test the theory-driven models The results showed that environmentally specific transformational leadership positively predicted employees' PEBs, and that environmental passion and autonomous motivation mediated this relationship, respectively Furthermore, multiple-mediating testing results showed that environmental passion and autonomous motivation played sequential mediating roles in the link of environmentally specific transformational leadership to PEBs This research unveiled environmental passion and autonomous motivation as underlying mechanisms that accounted for the link between transformational leadership and PEBs