This paper focuses on the effects of transformational leadership on followers’ attitudes, behaviors and work outcomes.
Article 1. The research bases on the background of transformational leadership with self-concordance as a mechanism. Self-concordance describes the extent to which a person’s genuine interests align with his or her career objectives. The author wants to observe the underlying reason for effects of transformational leadership on followers (motivation, job satisfaction, organizational commitment, and job performance). The first of the three presented hypotheses advocates a positive relationship between transformational leadership behaviors and followers ' tendencies to view their work as self-concordant. In the other two hypotheses, …show more content…
This research focuses on the impacts of transformational leadership on task performance and organizational behaviors. Hackman and Oldham’s job characteristics is utilized as a framework. The two first of six proposed hypotheses seek positive effects of transformational leadership on task performance, organizational citizenship behavior (OCB) and followers ' perceptions of core job characteristics. The other two assumptions are relations between individuals ' perspectives on core job characteristics and their intrinsic motivations as well as their goal commitment. In the last two theories, followers ' intrinsic motivation and goal commitment are seen as positively associated to their task performance and OCB. In the study, 283 individuals from a variety of job types participated. They did surveys which measured transformational leadership, job characteristics, intrinsic motivation, and goal commitment. Then these people 's supervisors filled out the supervisor surveys to evaluate their task performance and OCB. Each of these factors was measured with a response scale from 1 (strongly disagree) to 5 (strongly agree). The results confirm five out of six hypotheses. Transformational leadership positively influences task performance, OCB and perceptions of core job characteristics, which are associated with intrinsic motivation and goal commitment. Moreover, intrinsic motivation positively impacts followers ' task performance and OCB. However, goal commitment only …show more content…
Based on the self-determination theory, the study examines the mediating effects of transformational leadership on followers ' basic needs (autonomy, competence, and related ness) as well as employees’ outcomes (job satisfaction, self-efficacy beliefs and affective commitment to their leaders). Nine hypotheses are proposed. First, transformational leadership are assumed to positively relate to followers ' need for autonomy, competence and relatedness. Furthermore, the author proposes that three basic needs fulfillment positively relates to followers ' job satisfaction and also serves as a mediator for the connection between transformational leadership and followers ' job satisfaction. The competence need satisfaction is positively related to followers ' self-efficacy beliefs and is also a mediator for the linkage between transformational leadership and self-efficacy beliefs. Likewise, fulfillment of relatedness need helps to strengthen followers ' affective commitment and mediates the connection between transformational leadership and followers ' affective commitment to their leaders. Two studies with the same measures and statistical methods were conducted in Germany and German-speaking part of Switzerland with a month between the measurement of leadership behavior and other variables like need satisfaction, job satisfaction, occupational self-efficacy and affective commitment. The results of two studies greatly confirm all hypotheses. Transformational indeed
Article 1. The research bases on the background of transformational leadership with self-concordance as a mechanism. Self-concordance describes the extent to which a person’s genuine interests align with his or her career objectives. The author wants to observe the underlying reason for effects of transformational leadership on followers (motivation, job satisfaction, organizational commitment, and job performance). The first of the three presented hypotheses advocates a positive relationship between transformational leadership behaviors and followers ' tendencies to view their work as self-concordant. In the other two hypotheses, …show more content…
This research focuses on the impacts of transformational leadership on task performance and organizational behaviors. Hackman and Oldham’s job characteristics is utilized as a framework. The two first of six proposed hypotheses seek positive effects of transformational leadership on task performance, organizational citizenship behavior (OCB) and followers ' perceptions of core job characteristics. The other two assumptions are relations between individuals ' perspectives on core job characteristics and their intrinsic motivations as well as their goal commitment. In the last two theories, followers ' intrinsic motivation and goal commitment are seen as positively associated to their task performance and OCB. In the study, 283 individuals from a variety of job types participated. They did surveys which measured transformational leadership, job characteristics, intrinsic motivation, and goal commitment. Then these people 's supervisors filled out the supervisor surveys to evaluate their task performance and OCB. Each of these factors was measured with a response scale from 1 (strongly disagree) to 5 (strongly agree). The results confirm five out of six hypotheses. Transformational leadership positively influences task performance, OCB and perceptions of core job characteristics, which are associated with intrinsic motivation and goal commitment. Moreover, intrinsic motivation positively impacts followers ' task performance and OCB. However, goal commitment only …show more content…
Based on the self-determination theory, the study examines the mediating effects of transformational leadership on followers ' basic needs (autonomy, competence, and related ness) as well as employees’ outcomes (job satisfaction, self-efficacy beliefs and affective commitment to their leaders). Nine hypotheses are proposed. First, transformational leadership are assumed to positively relate to followers ' need for autonomy, competence and relatedness. Furthermore, the author proposes that three basic needs fulfillment positively relates to followers ' job satisfaction and also serves as a mediator for the connection between transformational leadership and followers ' job satisfaction. The competence need satisfaction is positively related to followers ' self-efficacy beliefs and is also a mediator for the linkage between transformational leadership and self-efficacy beliefs. Likewise, fulfillment of relatedness need helps to strengthen followers ' affective commitment and mediates the connection between transformational leadership and followers ' affective commitment to their leaders. Two studies with the same measures and statistical methods were conducted in Germany and German-speaking part of Switzerland with a month between the measurement of leadership behavior and other variables like need satisfaction, job satisfaction, occupational self-efficacy and affective commitment. The results of two studies greatly confirm all hypotheses. Transformational indeed