The Effects of Transformational Leadership in Chinese Family Business How Should Family Business Lead Their Family Employees?

Gao, Fei; Bai, Shengqiang; Shi, Kun

doi:10.7763/ijtef.2011.v2.106

Cited by 8 publications

(10 citation statements)

References 63 publications

(53 reference statements)

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“…Statistically, this result confirms that transformational leadership is an important predictor of procedural justice and trust in leaders [65]. Family businessmen with transformative leadership styles positively influence commitment among their employees, including their commitment to stay [45].…”

Section: The Links Between Leadership Style and Organizational Variablessupporting

confidence: 67%

Leadership Styles and Value Systems of School Principals

Abu-Hussain¹

2014

EDUCATION

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The reforms conducted in the field of education are directed towards the changing manner of school management. The change is expressed in the transition from external supervision of schoolwork to the empowerment of school's staff, with a change of the principal's and teacher's roles. It requires accountability from school's principles and staff inproviding results of teaching and effective functioning of the school. The goal of this paper is to review research literature in order to determine the most effective leadership model in the new conditions of school management. In order to attain this goal, a consistent review of literature was performed on the following subjects: leadership evolution; transformational and transactional leadership styles; the links between a leadership style and organizational variables; the relationship between value systems and leadership styles of school's principles. Approaches, methods, models, and means are analyzed during the examination of leadership evolution. Many studies reveal that leadership behavior is an important predictor of its effectiveness. A comparative examination of transformational and transactional leadership styles gives evidence for preference of transformational style relative to its influence on organizational variables. The literary review indicates that transformational leadership essentially improves the functioning of school and teaching processes. The effect of a value system on leadership styles of school principals is examined. As a result, it is determined that principals with a moral value system lean more towards a transformational leadership style and principals with a pragmatic value system lean more towards a transactional leadership style. Thereby, the review shows that effective leadership can be provided as a result of searching for correlations between the value systems and leadership styles.

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Section: The Links Between Leadership Style and Organizational Variablessupporting

confidence: 67%

Leadership Styles and Value Systems of School Principals

Abu-Hussain¹

2014

EDUCATION

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“…We conducted a reliability analysis, Cronbach’s α was 0.957. Similarly, this Chinese localization scale is also widely used by authors, such as Li et al [86], and GAO et al [87].…”

Section: Methodsmentioning

confidence: 99%

High-Performance Work System, Work Well-Being, and Employee Creativity: Cross-Level Moderating Role of Transformational Leadership

Miao

Cao

2019

IJERPH

103

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Under the new normal, the economic development mode and growth momentum of China has brought about fundamental changes, which means that the development of enterprises has gradually shifted from being factor-and investment-driven to being innovation-and talent-driven. As the foundation of corporate innovation, employee creativity plays an important role in this process. In the field of strategic human resource management, high-performance work system is the embodiment of its core competence. Although some research has begun to try to explore the impact of high-performance work system on employee creativity, the underlying mechanism and the boundary condition is not yet fully understood. According to the Job demands-resources (JD-R) model, this study theorized and examined whether and when high-performance work system stimulate employee creativity. Using a sample of large and medium-sized enterprises in China, we collected data, which are time-lagged and multilevel, from 266 employees in 61 departments. Results of the hierarchical linear model found that (1) High-performance work system is positively related to employee creativity; (2) High-performance work system positively affects employee work well-being; (3) Work well-being positively affects employee creativity; (4) Employee work well-being partially mediates the relationship between high-performance work system and creativity; (5) Transformational leadership, which represents an important contextual variable in the workplace, moderates the relationship between work well-being and employee creativity; (6) Moreover, we have also revealed that transformational leadership can moderate the indirect effect of high-performance work system on employee creativity. We discussed the theoretical and practical implications of these findings.

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“…The reason for using Warp-PLS 7.0 data analysis is the concept to test the modified results of several research models to provide an overview of the variables studied (Hamid & Suhardi M Anwar, 2017). Transformational leadership style variables use indicators from Bass et al, (2003) (Buil, et al 2019;Hassi 2019;Vipraprastha, et al 2018;Allen et al 2017;Gao & Bai, 2011). Job satisfaction uses indicators from Glaveli, et al 2019(Mwesigwa et al 2020Eliyana, et al 2019).…”

Section: Methodsmentioning

confidence: 99%

Mediating affective organizational commitment and job satisfaction at SMEs family

Mardian Evitasari,

Thoyib,

Rofiaty

2023

IJRBS

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This study examines the effects of transformational leadership, affective organizational commitment, and job satisfaction on employee performance. This study employs explanatory research with a quantitative approach. The population in this study consisted of all employees who had worked for a civil consulting partnership company for more than one year, for a total of 1008 employees. Purposive sampling was used in this study. The study used 285 samples. Surveys and documentation were used to collect data, and the instrument was tested using a Likert scale. The data were analyzed using structural equation modeling (SEM-PLS). The results of this study indicate that transformational leadership, job satisfaction, and organizational commitment can all improve employee performance. Additionally, transformational leadership can directly boost organizational commitment and job satisfaction. Job satisfaction and organizational commitment can also improve employee performance. The findings of this study suggest that managers and business owners with family businesses in civil consulting services can increase transformational leadership to improve employee performance.

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The Effects of Transformational Leadership in Chinese Family Business How Should Family Business Lead Their Family Employees?

Cited by 8 publications

References 63 publications

Leadership Styles and Value Systems of School Principals

Leadership Styles and Value Systems of School Principals

High-Performance Work System, Work Well-Being, and Employee Creativity: Cross-Level Moderating Role of Transformational Leadership

Mediating affective organizational commitment and job satisfaction at SMEs family

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