The role of transformational leadership style in enhancing employees’ competency for organization performance

Atan, Jamsari bin; Mahmood, Nik Hasnaa Nik

doi:10.5267/j.msl.2019.7.033

Cited by 34 publications

(26 citation statements)

References 14 publications

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“…Relatively, Karemu, Kachori, Josee, and Okibo (2014) found that a positive relationship exists between recruitment and organizational performance. In line with that, in the recent work of Atan and Mahmood (2019), employee competency in connection with effective recruitment has greater role in organizational performance and plays a vital role in every organization (see Abubakar, Ilkan, Al‐Tal, & Eluwole, 2017; Elci, Abubakar, Ilkan, Kolawole, & Lasisi, 2017).…”

Section: Introductionmentioning

confidence: 68%

The impact of human resource practices on employee engagement in the airline industry

Alola

Alafeshat

2020

Journal of Public Affairs

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The impact of recruitment and training on employees increases psychological state, commitment, and employee attachment to the organization. Several researchers have continuously, for several decades, investigated the effect of recruitment and selection and the robust impact on employees; nevertheless, the effect of human resources practices on both the employees' satisfaction and retention as parameters of the organization performance cannot be overemphasized. Drawing from Social Exchange Theory (SET), the study identifies the significance of human resource practices (selecting and recruitment, training, and development) on employees. 277 questionnaires were collected from six private airline employees in Jordan. The hypotheses, validity, and reliability were tested through Structural Equation Modeling (SEM). The findings indicate that proper selecting and recruitment and training have a significant impact on organization. Also, Employee Engagement (EE) plays a mediating role on model variables. The study further indicates that employee engagement partially mediates the relationship between variables. Cross‐sectional data collection was employed; therefore, generalizing the findings should be done with caution. This study is of importance to human resources managers and policymakers to understand the significant impact of HR practices, attracting effective and efficient employees.

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Section: Introductionmentioning

confidence: 68%

The impact of human resource practices on employee engagement in the airline industry

Alola

Alafeshat

2020

Journal of Public Affairs

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“…Scholars have attempted to identify leadership styles that are suited for encouraging innovation in their efforts to understand the link between leadership and innovation. Some authors claim that supportive, participative, visionary, democratic, and collaborative leadership styles are effective in encouraging innovation (Zheng et al, 2019), while others claim that transformational leadership is the best style for promoting innovation (Alqatawenh, 2018;Alzahrani, 2019;Atan & Mahmood, 2019).…”

Section: Literature Review Leadershipmentioning

confidence: 99%

Investigating the role of leadership and organisational culture in fostering innovation

Hashim¹,

Othman²,

Mohammad³

et al. 2022

ijhs

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To be competitive in the global market, businesses must innovate. Innovation is a force of change in today's competitive market, and organisations that reject change are at danger. The goal of the study was to figure out what leadership style and organisational culture may be used to create a long-term work environment that encourages organisational innovation. Companies cannot protect themselves against change, regardless of the size of their resource pool or their organisational excellence. Change brings with its danger and uncertainty, but it also brings with its opportunity. The decision to innovate must be accompanied by activities that establish an atmosphere that encourages individuals to be creative. For an organization's innovation initiatives to be effective, it must have a culture that encourages individuals to participate in innovation. The study employed quantitative method. To investigate this relationship, the researcher adapted a survey instrument to obtain the date from UAE firms. A Self-administrated questionnaire was distributed to employees who were randomly selected from the organisation. The data was collected through survey questionnaire from 500 participants working in the companies in UAE. The data was analysed by using smart-PLS software.

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“…The competencies related to self-awareness contain emotional self-awareness, which deals with recognizing own feelings and emotions, as well as the effects of them. Self-awareness can be likely to have positive relation with managerial effectiveness (Atan et al 2019). Characteristics like team spirit, workplace productivity, and delegation of authority, empowerment and effective communication skills are considered for managerial effectiveness.…”

Section: Role Of Emotional Intelligence To Enhance Managerial Effectivenessmentioning

confidence: 99%

Framework Based Analysis of Corporate Leadership, Emotional Intelligence (EI) Competencies and Organizational Performance – A Developmental Perspective

Zia‐ur‐Rehman

Zia

2020

JAFEE

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The study focuses on the issues of organizational performance, particularly related to developing corporate leadership to the level of effectiveness and the extended result as an outcome on organizational performance. We propose a model by plausibly linking the competencies related to emotional intelligence with effectiveness of corporate leadership, eventually fashioning out a high performance organization. In order to develop a framework, it includes conceptions grounded on EI as exogenous variable (ξ), Effective corporate leadership (ECL) as endogenous (η) variable and high performance organisation as outcome variable. The feedback composed was collected from 1171 corporate leaders serving in large business organizations across Pakistan. For analysis purpose, after data cleansing, SEM is employed to obtain results related to model fit and testing of hypotheses. Measurement and Structural Models approve the propositions of the study. After analysis, it is pertinent to mention that findings show great role of the competencies of EI with corporate leadership, and as a trickled down effect on overall organizational performance. The results also show how leadership can be developed to the level of effectiveness and thus can lead to achieve corporate reputation, employee commitment, market performance and financial performance of an organization. It is seen that the influence of EI competencies has not only the impact on the effectiveness of corporate leadership but also on overall organisational performance.

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The role of transformational leadership style in enhancing employees’ competency for organization performance

Cited by 34 publications

References 14 publications

The impact of human resource practices on employee engagement in the airline industry

The impact of human resource practices on employee engagement in the airline industry

Investigating the role of leadership and organisational culture in fostering innovation

Framework Based Analysis of Corporate Leadership, Emotional Intelligence (EI) Competencies and Organizational Performance – A Developmental Perspective

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