ANNOTATED BIBLIOGRAPHY 8
Mustaqim, D. (2016). The Influence of Leadership Style and Motivation of Employee Job Satisfaction. International Journal of Economics and Finance, 8(10), 176-183.
The article sought establish whether leadership has an influence on employee motivation, job satisfaction, and overall motivation of employee on job satisfaction based on style of leadership. The research utilized descriptive technique and employed random sampling in selecting sample population. Linear regression was used to establish relationships between research variables and indicated that leadership style has a bearing on employee job satisfaction.
There is an assumption that leadership influences organization performance, but it is not mentioned how it influences organization performance. Leadership that is concerned about the welfare of its employees motivates them to dedicate their efforts in pursuing organizational goals. Motivation can be in monetary terms or encouragements through creating a safer work environment and promoting good performing employees. This translates to motivation and better performance.
Popli, S., & Rizvi, I. A. (2016). Drivers of employee engagement: The role of leadership style. Global Business Review, 17(4), 965-979.
The article discusses the influence of leadership style on employee engagement. The article was based on multi-cross sectional descriptive design and is based on empirical study where 340 frontline employees from five different organizations were involved. The results showed a significant relationship between employee engagement and leadership style. The age and education were also influential factors in the style of leadership and employee engagement. The study showed that leadership style has a significant role to play in promoting a culture of engagement within the organization.
Employee engagement is an important aspect in an organization because it shows how employees are passionate about their jobs. Leadership style dictates how the employees feel about their jobs. A leadership style that fosters employee engagement within the organization should be encouraged to achieve organizational goals.
Liao, S. H., Chen, C. C., Hu, D. C., Chung, Y. C., & Liu, C. L. (2017). Assessing the influence of leadership style, organizational learning and organizational innovation. Leadership & Organization Development Journal.
The article sought to describe how the style o9f leadership affects organizational learning and creates an atmosphere of innovation. A structural equation modeling was used to evaluate how these variables influence each other using data from top 100 financial and 1000 technology enterprises. The findings indicated organizational learning dictate the relationship between leadership style and innovativeness in an organization. Leadership need to enhance innovativeness to promote organizational performance.
Leadership style has been an instrumental factor in dictating how people feel about their jobs. When an organization has adopted a leadership style that grants employees an environment of freedom, they are able to maneuver through their daily duties effectively while identifying new approaches to handles challenges and tasks, therefore making them innovative. Leadership should be concerned about creating efficiency for employees while promoting a culture of innovation.
Zareen, M., Razzaq, K., & Mujtaba, B. G. (2015). Impact of transactional, transformational and laissez-faire leadership styles on motivation: A quantitative study of banking employees in Pakistan. Public Organization Review, 15(4), 531-549.
The article focuses on how relationship between organizational leadership and employees influence their motivation. Effective leadership style is important to achieving employee motivation. However, managers have varying behaviors that influence how they relate with their employees. An analysis transactional, transformational, and laissez faire styles of leadership using 100 employees from five banking organizations shows a significant positive relationship with employee motivation. Leadership styles influences employees significantly although the influence might be of different degrees.
The style of leadership influences employee’s motivation based on how it is implemented. An organization with motivated employees is influenced by the leadership, which translate to good performance and higher revenues. Transactional, transformational and laissez faire styles of leadership have a bearing on employee motivation depending on how they are implemented in an organization.
Al-Sada, M., Al-Esmael, B., & Faisal, M. N. (2017). Influence of organizational culture and leadership style on employee satisfaction, commitment and motivation in the educational sector in Qatar. EuroMed Journal of Business.
The article investigates the impact of leadership and organizational culture on job satisfaction, commitment and work motivation in education organizations. Data was collected using questionnaire and analyzed using a multiple regression factor analysis to establish relationships between variables. Results shows that supportive leadership promotes job satisfaction, organizational commitment, and work motivation. Understanding leadership styles and organizational culture are critical to promoting job satisfaction, organizational commitment, and motivation.
Organization culture helps employees to learn how things are done within an organization which promotes teamwork towards common goals. The relationship between organizational leaders and employees is critical to promoting commitment to organizational goals. Besides, the employees feel motivated to undertaking duties within the organization and reduces employee turnover. The right leadership culture enhances organizational commitment through promotion of the appropriate organizational commitment.
Ohemeng, F. L., Amoako-Asiedu, E., & Darko, T. O. (2018). The relationship between leadership style and employee performance. International Journal of Public Leadership.
The paper assesses the implications of bureaucratic style of leadership on public administration in developing countries. The methodology was exploratory evaluation of literature in human resource, leadership, and public administration in developing countries. The results show that bureaucratic style of leadership need to focus on building relationships to enhance trust among stakeholders. The study indicates the need to focus on building social connections rather than being preoccupied with conventional organizational functions.
Bureaucratic style of leadership is focused on making employees follows and stakeholders to follow certain rules and lines of authority formulated by their superiors. This reduces their ability to be part of the decision-making process, which tends to affect their motivation negatively since they feel sidelined on matters that affect them directly in their line of duty. Changing this style of leadership to establish more integrated leadership where everyone has a say.
Holten, A. L., & Brenner, S. O. (2015). Leadership style and the process of organizational change. Leadership & Organization Development Journal.
The study aimed at the establishment of relationship leadership styles and the followers’ acceptance to change based on engagement of the management. Structural equation modeling was used to establish relationship between variables on data collected using longitudinal survey of 351 followers of two Danish organizations. Both transactional and transformational leadership were related to change engagement of managers, which promoted employees’ appraisal for change. Leadership style is instrumental in change management, which shows that change appraisal can be improved if development of leadership style.
Implementing change within an organization might be faced with opposition from stakeholders. However, if the management is engaged in the process, employees are more likely to embrace change. However, this is dependent on many other factors such as skill level among employees.
Salehzadeh, R. (2017). Which types of leadership styles do followers prefer? A decision tree approach. International Journal of Educational Management.
The article is based on finding on the preferred leadership style using decision tree approach. Data was collected from 750 university students to establish the type of leadership that followers like. The results indicated 27 rules were preferred with undergraduate, postgraduate, and PhD students preferring directing, coaching and supporting, respectively.
Leaders need to understand their followers before they decide on the style of leadership to follow. Some leaders may prefer using bureaucratic approach while followers prefer a coach, which would result in misunderstanding and demotivated workforce. This would affect performance of an organization. The leadership should therefore understand their followers before they employ a given style of leaders, which may vary across different categories of followers.
Wirawan, H., Tamar, M., & Bellani, E. (2019). Principals’ leadership styles: The role of emotional intelligence and achievement motivation. International Journal of Educational Management.
The study aimed at the investigating the impact of emotional intelligence and achievement motivation on task-oriented leadership and relationship-oriented type of leadership. Data was collected using surveys among 280 elementary principles. Task-oriented and motivation-oriented leadership can be predicted using emotional intelligence although it outperformed the two-leadership motivation.
Emotional intelligence can yield better outcomes for an organization if it is implemented appropriately. Emotional intelligent leaders can discern the preference of their followers and adjust accordingly while remaining focused on achieving organizational goals. Besides, leadership with high emotional intelligence can identify the abilities of their employees and employ appropriate motivation strategies that ensure their followers deliver their best to the organization.
Choi, S. B., Kim, K., & Kang, S. W. (2017). Effects of transformational and shared leadership styles on employees’ perception of team effectiveness. Social Behavior and Personality: an international journal, 45(3), 377-386.
The study focused on the effectiveness of transformational and shared leadership styles in relation to team effectiveness. A 3-set regression model was used based on a sample of 424 employees working in insurance companies. Transformation leaders influenced team output effectiveness while shared leadership improved planning effectiveness. This is an indication that different leadership styles impact employees differently.
The type of leadership style has a significant impact on employees if it is appropriately employed. Most leaders fail to foresee how the leadership style they use impact employees because they are more concerned about output rather than operational efficiency. For leaders to reap maximum benefits out of employees, they should focus on creating efficiency rather than focusing on output at the expense of wellness of their employees.