Transformational leadership and optimal functioning at work: On the mediating role of employees' perceived job characteristics and motivation
MetadataShow full item record
This study aimed to deepen our understanding of the motivational mechanisms involved in the relationship between transformational leadership (TFL) and employee functioning. Drawing on the TFL literature, the job demands–resources model and self-determination theory, we propose an integrative model that relates TFL to employee psychological health (burnout and psychological distress), attitudes (occupational commitment and turnover intention) and performance (professional efficacy, self-reported individual and objective organizational performance) through two explanatory mechanisms: perceived job characteristics (job demands and resources) and employee motivation (autonomous and controlled). This research was conducted in two occupational settings (nurses and school principals), using a distinct variable operationalization for each. Results of both studies provide support for the hypothesized model, suggesting that TFL relates to optimal job functioning (psychological health, job attitudes and performance) by contributing to favourable perceptions of job characteristics (more resources and less demands) and high-quality work motivation (more autonomous motivation and less controlled motivation) in employees. Theoretical contributions and managerial implications as well as directions for future research are presented.
Showing items related by title, author, creator and subject.
The effects of nonfinancial and financial measures on employee motivation to participate in target settingLau, James (Chong M.); Roopnarain, K. (2014)Recent interest in nonfinancial performance measures has raised questions on how such measures influence employee reactions and behaviour. Surprisingly, the question of whether and how nonfinancial measures motivate ...
The Role of Leader Support in Facilitating Proactive Work Behavior: A Perspective From Attachment TheoryWu, C.; Parker, Sharon (2017)Researchers have proposed that leader support helps employees behave proactively at work. Leader support can facilitate the opportunities for employees to bring about change, as well as their motivation to do so. Nevertheless, ...
When does proactivity have a cost? Motivation at work moderates the effects of proactive work behavior on employee job strainStrauss, K.; Parker, Sharon; O'Shea, D. (2017)The literature on proactivity has focused primarily on its positive performance outcomes. However, the effects of proactive behavior on employees’ well-being are relatively unknown. We theorize that when an individuals’ ...