Transformational leadership and organisational effectiveness in the administration of cricket in South Africa

Ristow, A. M.; Amos, Trevor; Staude, Gavin

doi:10.4102/sajbm.v30i1.749

Cited by 32 publications

(18 citation statements)

References 24 publications

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“…Based on relevant literature already examined, a substantial relationship was likely to exist between worker performance as well as an emotional intelligent, transformational leader, however this research doesn't confirmed the expectation. The findings of the research did not offer the conclusions attracted by authors for example (17), and (18), which claim that worker performance is going to be characterized by high amounts of transformational leadership minimizing amounts of transactional leadership. Furthermore, the outcomes of the foremost and second ideas don't concur using the literature and former research presented, as research by (15), (19), (20)and (21) indicate an optimistic relationship between leadership and worker performance and an optimistic relationship between leadership and emotional intelligence.…”

Section: Discussioncontrasting

confidence: 87%

Relationship between employee performance, leadership styles and emotional intelligence in an organization

Sakiru¹

2013

IOSR-JHSS

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The interest in great leaders keeps growing in modern occasions, as society and technology are becoming growing in more complexes. The ever altering organizational atmosphere needed leaders who are able to satisfy the challenges and demands of organizations functioning in competitive complex conditions, with world open for trade. This study looks into the relationship between worker performances, leadership styles and emotional intelligence within an organization. Information was collected, using three instruments, from the sample of 30leaders and150 raters. The Multifactor Leadership Questionnaire was utilized to look for the leadership style of the leaders in the organization. Worker performance was taken and recorded while using organization's performance evaluation process and the ECP factors are used to measure emotional intelligence. Leadership and emotional intelligence were recognized as the independent variables and worker performance as the dependent variable. Data acquired from each one of the research instruments ended up being statistically examined. Through linear regression analysis, and it has come to conclusion from the study that there's a substantial relationship between worker performance as well as an emotional intelligent, transactional leader. However, no significant linear relationship was discovered between worker performance as well as an emotional intelligent, transformational leader.

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Section: Discussioncontrasting

confidence: 87%

Relationship between employee performance, leadership styles and emotional intelligence in an organization

Sakiru¹

2013

IOSR-JHSS

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“…The effectiveness of a group of people depends heavily on leadership qualities. Effective leader behavior can facilitate the achievement of follower desires, which can improve performance [35] [36]. [37] suggest that effective leadership styles will inspire and motivate employees to work hard to achieve the goals and successes of individuals and organizations.…”

Section: Leadership Style and Employee Performancementioning

confidence: 99%

The Effect Of Leadership Style, Culture And Organizational Commitment To Employee Performance

Jaenudin¹,

Fitriati²,

Astuti³

2020

Proceedings of the 2nd International Conference of Business, Accounting and Economics, ICBAE 2020, 5 - 6 August 2020, Purwoker

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The purpose of this paper is to examine the influence of leadership style, culture and organizational commitment on employee performance. The sample is employees at PT. Yodya Karya (Persero), Indonesia. Leadership styles are measured using transformational and transaction leadership indicators. Organizational culture is measured by innovation and risk-taking, attention to detail, outcome orientation, a people orientation, team orientation, aggressiveness, and stability. The organizational commitments have three dimensions: affective, continuance, and normative commitments. Employee performance is measured through task, adaptive, and contextual performance indicators. The analysis used is Structural Equation Modelling (SEM) based component or variance by using Partial Least Square (PLS). The conclusion is leadership style, culture and organizational commitment influence employee performance. Effective leadership styles can inspire and motivate employees to work hard to achieve the goals and successes of individuals and organizations. Organizational culture can affect employee behavior and attitudes. Organizational culture can serve as a powerful tool for implementing innovative ideas, influencing employee behavior, and improving performance. Employee commitment to the organization can also improve their performance.

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“…It has been shown that the followers have more interest in transformational leadership rather than transactional leadership (Druskat, & Kayes, 2000). Transformational leadership and organizational effectiveness have significant relationship in the South Africa cricket administration (Ristow et al, 1999). Some researchers also found that work withdrawal and transformational leadership has negative relationship (Gill et al, 2010).…”

Section: Transformational Leadership and Employee's Job Satisfactionmentioning

confidence: 99%

Effect of transformational leadership on employees’ job satisfaction: An analysis of public sectors universities of Northern areas of KP, Pakistan

Rehman¹,

QADIR²,

Shahzad

2017

JAEBS

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The aim of this study is to examine the impact of transformational leadership on employees’ job satisfaction. The study was conducted in the public sectors universities of northern area KPK, Pakistan. A sample size of 100 employees was selected using convenient sampling techniques. The data were collected from grade 16 and above employees’. A total of 130 questionnaires were distributed among these employees out of whom 100 filled questionnaires. Thus, the survey participation was 76.92%. These 100 properly filled questionnaires were used for data analysis. Data were analyzed through Descriptive statistics, correlation analysis, and regression analysis. The result of the study shows that there is a statistically significant positive relationship between the job satisfaction and the intellectual stimulation of the transformational leadership. Therefore, steps needs to be taken to convince and prepare leaders in universities that focuses on this aspect of the transformational leadership. A larger sample size with the inclusion of other universities is recommended to further validate or otherwise the results of this study.

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Transformational leadership and organisational effectiveness in the administration of cricket in South Africa

Cited by 32 publications

References 24 publications

Relationship between employee performance, leadership styles and emotional intelligence in an organization

Relationship between employee performance, leadership styles and emotional intelligence in an organization

The Effect Of Leadership Style, Culture And Organizational Commitment To Employee Performance

Effect of transformational leadership on employees’ job satisfaction: An analysis of public sectors universities of Northern areas of KP, Pakistan

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