Transformational Leadership and Organizational Change: How do Leaders Approach Trauma-Informed Organizational Change…Twice?

Middleton, Jennifer; Harvey, Sarah; Esaki, Nina

doi:10.1606/1044-3894.2015.96.21

Cited by 29 publications

(24 citation statements)

References 23 publications

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“…Transformational leadership focuses on real-time problems, defines new benchmarks, builds understanding, and motivates and shapes the behavior of subordinates to achieve organizational goals effectively (Manshadi et al, 2014;Nagy and Edelman, 2014;Middleton et al, 2015;Jiang et al, 2017;Matwally and El Zarka, 2017;Arif and Akram, 2018). Studies suggest that the role of every manager in the organization is to be a leader instead of only a manager (Hall et al, 2015).…”

Section: Transformational Leadershipmentioning

confidence: 99%

The Impact of Transformational Leadership on Employee Retention: Mediation and Moderation Through Organizational Citizenship Behavior and Communication

et al. 2020

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This study investigates the impact of transformational leadership on employee retention in small-and medium-sized enterprises (SMEs) and probes the mediating role of organizational citizenship behavior (OCB) and the moderating role of communication. Data were collected using convenience sampling from 505 employees of SMEs. A Smart PLS structural equation modeling (PLS-SEM) was used to estimate the various relationships. The findings of the study reveal a positive and significant relationship between transformational leadership and OCB. Similarly, this study finds a positive and significant relationship in OCB and employee retention. In addition, OCB had a positive mediating effect on the relationship between transformational leadership and employee retention. Furthermore, communication positively moderates the transformational leadership-OCB and OCB-employee retention relationships. Leaders at SMEs should implement the traits of transformational leadership such as developing a compelling vision for employees, focusing on goal achievement, having problem-solving techniques, having a sense of purpose, and spending time on the training and development of the team to enhance OCB and employee retention.

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Section: Transformational Leadershipmentioning

confidence: 99%

The Impact of Transformational Leadership on Employee Retention: Mediation and Moderation Through Organizational Citizenship Behavior and Communication

et al. 2020

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“…Management research over the last two decades has identified transformational leadership as one of the most influential leadership approaches (Judge & Piccolo, ), particularly when attempting to change an organization (Middleton, Harvey, & Esaki, ). A transformational leadership style consists of these four components (Bass, ): Idealized influence, which enhances ethical engagement and levels of confidence between leaders and their followers. Inspirational motivation, which encourages followers and increases their self‐confidence. Intellectual stimulation, which helps followers to raise queries, as well as to provide solutions. Individual consideration, which requires leaders to assume the role of teacher or coach and to offer personal care, support, and encouragement to their followers. …”

Section: Transformational Leadership and Work Engagementmentioning

confidence: 99%

The impact of trust in leadership on organizational transformation

Islam¹,

Furuoka²,

Idris³

2020

Glob Bus Org Exc

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During periods of transformation or in other uncertain and volatile business environments, high levels of work engagement-the extent to which employees identify with their role in an organization-enable leaders to implement change more effectively. A study conducted in Bangladesh's banking sector explores the influence of transformational leadership on work engagement and examines the mediating effect of trust in that relationship. Taking place in a context of significant organizational change, the study shows that a transformational leadership approach enhances work engagement. It also shows that the influence that a transformational leader has on the level of work engagement is subject to the degree of trust that employees have in their leader. The findings highlight the need to foster bonds between leaders and their followers and to pay close attention to the most critical antecedents of trust in leadership.

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“…Transformational leadership is concerned with the development of the fullest potential of individuals and their motivation toward the greater good versus their own self-interests, within a value-based framework (Mary, 2005 in Middleton, Harvey andEsaki, 2015). According to Odumeru and Ogbonna (2013) transformational leadership enhances the motivation, morale, and performance of followers through a variety of mechanisms.…”

Section: Transformational Leadershipmentioning

confidence: 99%

The Influence of Leadership on Employee Retention in Tanzania Commercial Banks

Mwita

Mwakasangula²,

Tefurukwa³

2018

IJHRS

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Leadership is one of important aspects in any form of activity that involves people. Leadership may make employees either stay or leave the organisation hence it becomes one of factors that influence employee retention. Organisations spend and invest a lot in their employees and this starts from recruitment and selection, training and development, compensation and other Human Resource Management functions. This entails that letting an employee leave your organisation is a costly decision one can ever make. Various studies done in Tanzania have been investigating employee retention by associating it with other factors such as salaries, working hours, training and development, working environment and promotion among others. This study examined the link between leadership and employee retention. The study used Akiba Commercial Bank (Buguruni Branch) and Tanzania Postal Bank (Morogoro Branch) as the study cases and data were collected using questionnaires. Linear regression analysis was employed to examine the relationship between the variables. It was found that there is significant linear relationship between leadership and employee retention in Tanzania commercial banks. The study recommends provision of training to bank managers and supervisors on leadership skills since managing and leading go hand in hand. It further reminds managers and supervisors to seek for feedback from their subordinates on how they perceive leadership styles used in respective banks and make improvements before the employees decide to leave.

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Transformational Leadership and Organizational Change: How do Leaders Approach Trauma-Informed Organizational Change…Twice?

Cited by 29 publications

References 23 publications

The Impact of Transformational Leadership on Employee Retention: Mediation and Moderation Through Organizational Citizenship Behavior and Communication

The Impact of Transformational Leadership on Employee Retention: Mediation and Moderation Through Organizational Citizenship Behavior and Communication

The impact of trust in leadership on organizational transformation

The Influence of Leadership on Employee Retention in Tanzania Commercial Banks

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