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Transformational Leadership and Orga...

Fant, Liza Monique.

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Transformational Leadership and Organizational Performance as Predictors of Employee Engagement.

Record Type:	Electronic resources : Monograph/item
Title/Author:	Transformational Leadership and Organizational Performance as Predictors of Employee Engagement./
Author:	Fant, Liza Monique.
Published:	Ann Arbor : ProQuest Dissertations & Theses, : 2019,
Description:	132 p.
Notes:	Source: Dissertations Abstracts International, Volume: 81-06, Section: A.
Contained By:	Dissertations Abstracts International81-06A.
Subject:	Occupational psychology. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=27546726
ISBN:	9781392418994

Transformational Leadership and Organizational Performance as Predictors of Employee Engagement.
Fant, Liza Monique.

Transformational Leadership and Organizational Performance as Predictors of Employee Engagement. - Ann Arbor : ProQuest Dissertations & Theses, 2019 - 132 p.

Source: Dissertations Abstracts International, Volume: 81-06, Section: A.

Thesis (Ph.D.)--Northcentral University, 2019.

This item must not be sold to any third party vendors.

Employers are searching for ways to increase employee engagement, due to its impacts on organizational performance and success (Shuck, Osam, Zigarmi, & Nimon, 2017). The problem under investigation was the lack of employee engagement that can occur in the workplace (Bedarkar & Pandita, 2014; Gallup, 2017; Rawal, 2017) and whether and to what degree transformational leadership, combined with organizational performance, may predict employee engagement among employees in a customer service role. The purpose of this quantitative non-experimental predictive correlational research was to examine the extent to which transformational leadership and organizational performance together may be predictors of employee engagement. The guiding theoretical framework for this study was Sirota and Klein's (2014) three-factor model of human engagement in the workplace. This three-factor model posits that employees are motivated when their needs for achievement, camaraderie, and equity are met. Transformational leaders, through their ability to lead with idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration are positioned to meet the employee's needs. The study population consisted of customer service employees, from 18 different industries, and located in North America. Data from 97 respondents was examined using IBM SPSS Version 25. This research was guided by three research questions. The resulting data were analyzed through the use of multiple and simple linear regression. The results of the regression testing produced significant p values. Effect sizes were low in each instance of testing. The subsequent findings support transformational leadership and organizational performance as predictors of employee engagement. It is recommended further study be conducted to determine how organizational performance may predict employee engagement in different industries.

ISBN: 9781392418994Subjects--Topical Terms:

2122852
Occupational psychology.
Subjects--Index Terms:

Employee Engagement

Transformational Leadership and Organizational Performance as Predictors of Employee Engagement.
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500 $a Source: Dissertations Abstracts International, Volume: 81-06, Section: A.
500 $a Advisor: Lees, Nancy.
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520 $a Employers are searching for ways to increase employee engagement, due to its impacts on organizational performance and success (Shuck, Osam, Zigarmi, & Nimon, 2017). The problem under investigation was the lack of employee engagement that can occur in the workplace (Bedarkar & Pandita, 2014; Gallup, 2017; Rawal, 2017) and whether and to what degree transformational leadership, combined with organizational performance, may predict employee engagement among employees in a customer service role. The purpose of this quantitative non-experimental predictive correlational research was to examine the extent to which transformational leadership and organizational performance together may be predictors of employee engagement. The guiding theoretical framework for this study was Sirota and Klein's (2014) three-factor model of human engagement in the workplace. This three-factor model posits that employees are motivated when their needs for achievement, camaraderie, and equity are met. Transformational leaders, through their ability to lead with idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration are positioned to meet the employee's needs. The study population consisted of customer service employees, from 18 different industries, and located in North America. Data from 97 respondents was examined using IBM SPSS Version 25. This research was guided by three research questions. The resulting data were analyzed through the use of multiple and simple linear regression. The results of the regression testing produced significant p values. Effect sizes were low in each instance of testing. The subsequent findings support transformational leadership and organizational performance as predictors of employee engagement. It is recommended further study be conducted to determine how organizational performance may predict employee engagement in different industries.
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