Transformational leadership, leader support, and employee creativity

Abstract

Purpose -This study aims to examine the moderating role played by leaders' task and relations support in the relationship between transformational leadership and followers' level of creativity. Design/methodology/approach -A sample of 182 supervisor-subordinate dyads was randomly collected and returned from a restaurant, hotel, retail store, bank, and travel agent of Hong Kong. Findings -Results indicated that the positive relationship between transformational leadership and followers' creativity is stronger when there is a high degree of leaders' task and relations support.Research lismitations/implications -This study extends the leadership literature to better understand the effects of transformational leadership on employees' level of creativity are contingent on the nature of leaders' support. Sample size is a possible limitation. Practical implications -Intensive training can be provided to supervisors or personality test can be used to screen for selected individuals who are high caliber for being a potential transformational leader. Originality/value -An empirical examination of how leaders' task and relations support can strengthen the positive link between transformational leadership and employees' level of creativity that previously have been overlooked.

Continuous improvement competence, employee creativity, and new service development performance: A frontline employee perspective

“…Effective team leaders set clear goals and envision a promising future to motivate members to develop inspirations, enhance their commitment, generate new ideas, explore new directions, and change the status quo (Cheung and Wong, 2011). So, when a service team has members with high levels of OIC, an effective leader can influence them to be more committed to operations improvement.…”

Pro-active Behaviour in Context of Team Climate

“…inovace2011.cz and www.inovace2012.cz. In connection with earlier research (Schneider and White, 2004;Cheung and Wong, 2011;Agarwal, Datta and Bhargava, 2012), which this study expands on, the research was focused on companies operating in the fi eld of services. In total, over two rounds, the questionnaire was completed by 264 respondents.…”

Dominant Effect Between Compensation, Leadership and Organizational Culture on Employee Performance Improvement

“…Leadership can be done well and effectively, especially charismatic leadership; if it is mediated by the support for work and better relationship (Cheung & Wong, 2011). Furthermore, support for work and support in relationships will build followers' trust and loyalty (Cheung & Wong, 2011).…”

“…Leadership is how to influence others by using a name approach, the influence of charisma, high self-consideration, motivating employees by inspiring, and stimulating intellectuals that aims to enhance one's creativity (Cheung & Wong, 2011). Leadership can be done well and effectively, especially charismatic leadership; if it is mediated by the support for work and better relationship (Cheung & Wong, 2011).…”