Exploring the nature of transformational leadership in sports: a phenomenological examination with female athletes

Newland, Aubrey; Newton, Maria; Podlog, Leslie; Legg, Eric; Tanner, Preston

doi:10.1080/2159676x.2015.1007889

Cited by 21 publications

(19 citation statements)

References 52 publications

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“…It is evident in literature that transformational leadership behavior is positively related to outcome variables, while transactional leadership behavior is usually negatively related to the long term performance. Transformational leadership have positive influence on employee self-efficacy, motivation, creativity and organizational performance (Bronkhorst, Steijn, & Vermeeren, 2015;Bronkhorst et al, 2015;Newland, Newton, Podlog, Legg, & Tanner, 2015;Kim & Yoon, 2015;Jyoti & Bhau, 2015). On the other hand, transactional leadership is found to enhance the job satisfaction and organizational identification as compared to transformational leadership (Epitropaki & Martin, 2005;LePine, Zhang, Crawford, & Rich, 2015).…”

Section: Relationship Between Leadership Styles and Performance Outcomesmentioning

confidence: 91%

Impact of leadership styles on employees’ attitude towards their leader and performance: Empirical evidence from Pakistani banks

Haq

Kuchinke

2016

Future Business Journal

161

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This paper reports the findings of a study examining the impact of managers' leadership styles on subordinates' performance. The impact of leadership styles on employee performance outcomes is explored theoretically and tested empirically in the Pakistani banking sector. The sample of the study consisted of 224 full-time employees in the banking sector of Pakistan. Findings of this study reveal that there exists a significant relationship between transformational leadership and employee performance outcomes. However, laissez-faire leadership style showed negative relationship with employee performance outcomes in terms of effectiveness, and employee satisfaction. Banking industry in Pakistan is prone to numerous challenges including employee turnover. Model presented in the study will be helpful for the human resource managers and top management to design effective leadership development programs. HRD department can be established and HRD professionals can be hired to assist the managers in organizing training and development programs. Further, it may help to design strategies to satisfy, retain and motivate the employees. Also, it will help the managers decide, which leadership style they should choose in terms of outcomes.

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Section: Relationship Between Leadership Styles and Performance Outcomesmentioning

confidence: 91%

Impact of leadership styles on employees’ attitude towards their leader and performance: Empirical evidence from Pakistani banks

Haq

Kuchinke

2016

Future Business Journal

161

View full text Add to dashboard Cite

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“…Literature shows that transformational leadership behavior is positively related to outcome variables, whereas transactional leadership behavior is often negatively related to long-term performance. Prior studies also evidenced that transformational leadership positively relates to the self-efficacy, motivation, creativity of employees and organizational performance (e.g., Bronkhorst, Steijn & Vermeeren, 2015;Jyoti & Bhau, 2015;Newland, Newton, Podlog, Legg & Tanner, 2015).…”

Section: Leadership Stylesmentioning

confidence: 96%

The Mediating Role of Organizational Culture on the Relationship between Employee Performance and Antecedents in the Hotel Sector

Alsheikh¹,

Halim²,

Alremawi³

et al. 2018

J. Rev. Global Econ.

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Hotel managers face more risks and complexity in their work environment compared to their manufacturing firms' counterparts owing the unique service characteristic offered by hotels. The hotel managements' budgetary participation and their leadership styles, commitment quality management practices (QMPs) in terms of communications can all assist them in tackling the uncertain and risky environment for better performance of jobs. This article defined and measured leadership style, organizational commitment, quality management practices (QMPs) and their impact on organizational performance, and examined the moderating role of organizational culture on the above relationship. The article conducted an analysis of the empirical studies and models that related leadership style, organizational commitment, quality management practices (QMPs), organizational culture and performance. It primarily aimed to illustrate the conceptualization, measurement and examination of the different concepts. Following the analysis of literature, the findings showed that leadership style, organizational commitment, quality management practices (QMPs) and organizational culture significantly effects various hotel processes, employees and performance. The article also provided a description of the various dimensions of the leadership style and it found that with committed employees with norms and values consistent to those of the organization, the performance of the hotels can increase towards achieving it goals. This article suggests that the balanced scorecard (BSC) be used as a tool to measure performance in the performance management system. It also suggests that future studies focus in this area to shed light on the nature and the ability of variables to influence hotel performance. Hotel management and leaders are suggested to form robust quality management practices within the hotels to enhance its overall performance.

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“…Transformational leaders have a positive effect on employee self-efficacy, motivation, creativity, and organizational performance (Bronkhorst, Steijn, & Vermeeren, 2015;Kim & Yoon, 2015;Newland, Newton, Podlog, Legg, & Tanner, 2015). Transactional leaders can increase job satisfaction and organizational identification (LePine, Zhang, Crawford, & Rich, 2015).…”

Section: Relationships Among Leadership Style Organizational Climamentioning

confidence: 99%

Effect of leadership style and organizational climate on employees' food safety and hygiene behaviors in the institutional food service of schools

Kang

2019

Food Science & Nutrition

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This study took the employees working in the institutional food service of schools in northern Taiwan as subjects to explore the influences of leadership style and organizational climate on food safety and hygiene behaviors. In this study, 400 questionnaires were distributed and 324 valid questionnaires were collected, for a valid return rate of 81%. The results showed that leadership style and organizational climate positively correlate with employees' behaviors with respect to food safety and hygiene. Transactional and transformational leadership have a significantly positive effect on organizational climate. Organizational climate has a significantly positive impact on employees' food safety and hygiene behaviors. Transactional and transformational leadership have a significantly positive effect on employees' food safety and hygiene behaviors, but the difference between the two factors is not obvious. Organizational climate has a complete mediating effect on the process of transactional and transformational leadership affecting food safety and hygiene behaviors.

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Exploring the nature of transformational leadership in sports: a phenomenological examination with female athletes

Cited by 21 publications

References 52 publications

Impact of leadership styles on employees’ attitude towards their leader and performance: Empirical evidence from Pakistani banks

Impact of leadership styles on employees’ attitude towards their leader and performance: Empirical evidence from Pakistani banks

The Mediating Role of Organizational Culture on the Relationship between Employee Performance and Antecedents in the Hotel Sector

Effect of leadership style and organizational climate on employees' food safety and hygiene behaviors in the institutional food service of schools

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