Linjuan leadership, to cultivate organizational citizenship behavior, and

Linjuan Rita Men (2010) Measuring
the Impact of Leadership Style and Employee Empowerment on Perceived
Organizational Reputation. Institute
of public relations

 

The current study examines the
impact of organizational leadership on public relations effectiveness from an
internal perspective. Specifically, it builds links between leadership style,
employee empowerment, and employees’ perception of organizational reputation.
The results showed that transformational leadership positively influences
employees’ perception of organizational reputation, not only directly but also
indirectly, through empowering employees. Transactional leadership represented
by contingent reward behavior has a significant negative direct effect on
employees’ perception of organizational reputation.

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Transformational leaders are more likely to delegate power
to employees and involve them in decision making than transactional leaders.
Employees who feel more empowered in terms of competence and control tend to
have a more favorable evaluation of organizational reputation.

Significant theoretical and practical implications of the
findings are discussed

 

Weiping Jiang ,Xianbo Zhao, Jiongbin Ni (2017)
The Impact of Transformational Leadership on Employee Sustainable Performance:
The Mediating Role of Organizational Citizenship Behavior

Transformational leadership has drawn
extensive attention in management research. In this field, the influence of
transformational leadership on employee performance is an important branch.
Recent research indicates that organizational citizenship behavior plays a
mediating role between transformational leadership and employee performance.
However, some of these findings contradict each other. Given the background
where greater attention is being paid to transformational leadership in the
construction industry, this research aims to find the degree of the influence
of transformational leadership on employee sustainable performance, as well as
the mediating role of organizational citizenship behavior. A total of 389
questionnaires were collected from contractors and analyzed via structural
equation modeling. The findings reveal that employee sustainable performance is
positively influenced by transformational leadership. In addition, more than
half of that influence is mediated by their organizational citizenship
behavior. These findings remind project managers of the need to pay close
attention to transformational leadership, to cultivate organizational
citizenship behavior, and thereby to eventually improve employee’s sustainable
performance.

Ali M. Alghazo , Meshal Al-Anzi (2016)
The Impact of Leadership Style on Employee’s Motivation. International Journal of Economics and Business Administration

 

This mixed methods study aimed
to examine the relationship between the adopted leadership style and employees
motivation in a private petrochemical company that is located in the eastern
province of Saudi Arabia. A survey was developed and distributed to 30
employees in two departments. Furthermore, interviews were conducted with a
focus group of 10 employees to validate the results of the survey. The study
found that there is a strong relationship between leadership style and employee
motivation where the correlation was positive with transformational style and
negative with transactional style.

The purpose of this research was to examine the perception
of private petrochemical company employees about the leadership styles and its
effect on employee motivation. A combination of qualitative and quantitative
methods was used in this study. Results from data collected indicate that
leaders who adapt participative and transformational leadership are more likely
to create an atmosphere of motivation among their employees. In general,
transformational leadership might be of more preference for the employees of
this study than transactional. The implication of this study is that managers
who want to be more effective might need to be more inspirational, supportive,
resourceful, and work to develop their subordinate’s capabilities. Further
research is required to the study findings with the similar firms in the
region.

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