Transformational Leadership and Organizational Performance

Abstract

The study is an investigation of transformational leadership impact on organizational performance; the mediating role of organizational innovation. The study revealed that organizational innovation has mediated significant impact on organizational performance. The research found that transformational leadership and organizational performance has strong relationship. Therefore, it will help the managers to create such leadership style in the organizations. Pakistani organizations need an environment where leaders motivate and encourage the employees who are wishing to become more creative and effective in leading the successful organizations.

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

“…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).…”

The Mediating Role of Organizational Identification between Leadership and Job Security: A case of Teachers in Private institutions of Punjab-Pakistan

“…Responsibilities of a leader are not restricted to maintain, develop and retain the subordinates instead it is also the basic obligation of a leader that he/she should give the organization such a diligent, capable and skillful recruitments by hiring specific personnel on the specific job, according to their abilities and hence developed them for the future needs so that they may compete with the updated and day by day changing trends of the industry and markets. Now a days the employees' need an atmosphere where leaders motivate and give courage and confidence to the employees who have ability to grow and develop for the future (Arif & Akram, 2018). Two basic leadership styles are transactional and transformational and among these, the later one is more effective and it has a stronger relationship with employees' job security (Voon et al, 2011).…”

“…The consequences of organizational identification vary among the different employees working at different places and firms, therefore human resource department of the firm has needed to implement a differentiated and competitive human resource strategies with the focus to improve the organizational identification of the employees working with them (Arif & Akram, 2018) so that the employees can feel their jobs secure and safe. Therefore organization identification is needed to be taken at a higher level in this regard firms as well as employees have needed to stay connected on all levels, Identification to the organization has come from loyalty and stimulate the formation of positive believes, attitudes, behaviors, and emotions towards the organization (Mael & Ashforth, 1992).…”

“…Researchers like Goretzki (2016) studied internal factors which include organizational identification, self-efficacy, leadership styles, and trust and check their impacts on job security in general work settings in China through an online survey. Studies such as Mael and Ashforth (1992), Amstrong-Stassen (1993), Rauter and Feather (2004), Arif and Akram (2018) discussed organizational identification and found that there is a non-transparency in negotiations, unreliability issues, leg-pulling, and dis-honesty, organizations become unable to recognize the employee's efforts and often employees are misleaded. On the other hand, studies like Voon, Lo, Ngui, andAyob (2011), Northouse (2018), Arif and Akram (2018) investigated leadership styles and their impacts on job security, found some attitudinal problems, high rate of employees' turnover, male leaders are more feminized, take favorite and biased decisions, non-supportive attitude, unable to direct employees towards constructive directions and in various cases, politicized issues are evident in the literature.…”

Increasing Employee’s Job Satisfaction Through the Implementation of Transformational Leadership and Work Stress Level Management

“…al. (2008) and Arif and Akram (2018) identified a strong correlation between leadership and oragnizational performance. Among the various concepts regarding leadership style, transformational leadership has become quite popular and is believed to contribute significantly to the success of organizations.…”