Impact of Leadership Styles toward Employee Engagement among Malaysian Civil Defence Force

Abstract

It is a fact that organization’s success and failure heavily depend on employees and employee engagement is found as one of the important indicators to engage work force in any organization. It has been repeatedly discussed by researchers in the past years and it was established that employee engagement is affected by variation in leadership styles. Many drivers regarding employee engagement have been identified, thus making the concept of employee engagement clear and more understandable for the employer. It also impacts employee performance and wellbeing as found by the past researchers. Leadership style also play a significant role in employee engagement. Leadership style is usually associated with the engagement of an employee and became the most important driver that may create culture of employee engagement in the organization. Leadership style also helps to drive optimal level of productivity in an organization and maintain employee trust. This study aims to identify the engagement level of employees in Malaysian Civil Defense Force and its relationship with leadership style. This research used Multifactor Leadership Questionnaire (MLQ) as a research instrument. SPSS software package for social sciences version 22 was used to analyze the data in this study. Finding of this study shows that leadership styles have a significant impact on employee engagement especially transformational leadership has a significant relationship with employee engagement. Therefore, from the findings of this study, it is suggested for the future researchers to use the mix method in collecting data so that the findings will be more accurate and detailed and can be generalized.

Relationships between leadership style and organizational commitment: The moderating role of the system of work

“…The conclusion from H1 is that the transactional leader generally influences organizational commitment more than the transformational leader. This finding stands in opposition to some studies that claim that transactional leadership has less impact on organizational commitment than transformational leadership (Thanh & Quang, 2022;Ismail et al, 2021). Furthermore, the relationship between transformational leadership and continuance commitment is not statistically significant.…”

“…Furthermore, transactional leadership is also found to have a significant and positive impact on organizational commitment (Ramli et al, 2019;Winiastuti et al, 202l;Nurjanah et al, 2020;Islam et al, 2021), although some sources indicate that it is less influential on organizational commitment than transformational leadership (Thanh & Quang, 2022;Ismail et al, 2021). Thus, not only the power of influence, but also the type of organizational commitment influenced by a transactional leader may differ from the one that will be influenced by transformational leadership.…”

Employee Engagement among Nurses in a Selected Hospital - A Case Study

“…The profitability, productivity, and customer loyalty of an organization have all been shown to be positively correlated with employee engagement levels. It has also been linked to a decrease in employee absenteeism and a reduced rate of turnover (Ismail, F., et al (2021). [18]).…”

“…It has also been linked to a decrease in employee absenteeism and a reduced rate of turnover (Ismail, F., et al (2021). [18]).…”

The Effect of Organizational Leadership, Employee Development, and Performance Management on Employee Engagement

“…Leaders are able to perceive themselves as individuals who can support and pay attention to employees on an individual basis, through inspirational motivation and charisma. Leadership style has been reported to significantly affect employe engagement (Ismail et al, 2021). Leadership style is the most significant factor in shaping the organizational culture and is often associated with the level of employee engagement.…”