Impact of transformational leadership on work performance, burnout and social loafing: a mediation model

被引:74
作者
Khan, Hira [1 ]
Rehmat, Maryam [2 ,3 ]
Butt, Tahira Hassan [3 ]
Farooqi, Saira [2 ,3 ]
Asim, Javaria [2 ,3 ]
机构
[1] Kinnaird Coll Women, Lahore, Pakistan
[2] Kinnaird Coll Women, Dept Business Adm, Lahore, Pakistan
[3] Natl Coll Business Adm & Econ, Sch Business Adm, Lahore, Pakistan
关键词
Transformational leadership; Intrinsic motivation; Work performance; Working burnout; Social loafing; PUBLIC-SERVICE MOTIVATION; SELF-DETERMINATION THEORY; INTRINSIC MOTIVATION; CHARISMATIC LEADERSHIP; EXTRINSIC MOTIVATIONS; EMPLOYEE PERFORMANCE; TURNOVER INTENTION; EFFICACY; FUTURE; STYLE;
D O I
10.1186/s43093-020-00043-8
中图分类号
F [经济];
学科分类号
02 ;
摘要
The aim of this research was to study the effect of transformational leadership on employees' work outcomes which include their work performances and working burnout, and their working behavior such as social loafing at workplace. Also, it studies the impact of intrinsic motivation as a mediator between transformational leadership and other stated variables. A cross-sectional survey was conducted to collect data from 308 employees working in the telecommunication sector. To test the hypotheses, Model 4 of Process Hayes was used to test direct and mediating effects among transformational leadership and employees' work outcomes and working behavior. The results showed that transformational leadership has a significant positive relationship with mediator intrinsic motivation. The results also concluded that work performance has positive significant relationship with transformational leadership. However, there is indirect and insignificant relationship of transformational leadership with working burnout and social loafing. Therefore, it can be stated that organizational leaders must have transformational attributes by getting informed of their employees well because transformational leader can inspire employees to achieve anticipated or significant outcomes. It gives employees self-confidence over specific jobs, as well as the power to make decisions once they have been trained.
引用
收藏
页数:13
相关论文
共 93 条
[1]   Does turnover intention mediate the effects of job insecurity and co-worker support on social loafing? [J].
Akgunduz, Yilmaz ;
Eryilmaz, Gamze .
INTERNATIONAL JOURNAL OF HOSPITALITY MANAGEMENT, 2018, 68 :41-49
[2]   Temporary employment, work quality, and job satisfaction [J].
Aleksynska, Mariya .
JOURNAL OF COMPARATIVE ECONOMICS, 2018, 46 (03) :722-735
[3]   Old friends, new faces: Motivation research in the 1990s [J].
Ambrose, ML ;
Kulik, CT .
JOURNAL OF MANAGEMENT, 1999, 25 (03) :231-292
[4]   What works for you may not work for (Gen)Me: Limitations of present leadership theories for the new generation [J].
Anderson, Heather J. ;
Baur, John E. ;
Griffith, Jennifer A. ;
Buckley, M. Ronald .
LEADERSHIP QUARTERLY, 2017, 28 (01) :245-260
[5]  
[Anonymous], 1985, Leadership and performance beyond expectations, DOI DOI 10.1002/HRM.3930250310
[6]  
[Anonymous], 2014, COMPORTEMENTS ORG
[7]  
[Anonymous], 2003, Organizational Influences Processes
[8]  
Ardao A, 2019, HDB RES CONT APPROAC, P226
[9]   Using a pattern-oriented approach to study leaders: Implications for burnout and perceived role demand [J].
Arnold, Kara A. ;
Connelly, Catherine E. ;
Gellatly, Ian R. ;
Walsh, Megan M. ;
Withey, Michael J. .
JOURNAL OF ORGANIZATIONAL BEHAVIOR, 2017, 38 (07) :1038-1056
[10]   Measuring semantic components in training and motivation: A methodological introduction to the semantic theory of survey response [J].
Arnulf, Jan K. ;
Dysvik, Anders ;
Larsen, Kai R. .
HUMAN RESOURCE DEVELOPMENT QUARTERLY, 2019, 30 (01) :17-38