دانلود رایگان مقاله انگلیسی رهبری تحول گرای روزانه و ایجاد شغل برای کارمند - الزویر 2018

abstract

Transformational leaders are expected to challenge their followers to take greater ownership of their work, allowing the leader to align followers with tasks that enhance their performance. In the present study, we hypothesize that transformational leadership is positively related to followers' job-crafting behaviour e proactive behaviour aimed at optimizing job demands and job resources. Moreover, we argue that followers' promotion focus (i.e. being driven by growth and development needs) positively moderates this relationship. Data were collected from 107 employees from Norwegian knowledge-based organizations (response ¼ 93.2%). Participants responded to a general questionnaire and five daily diary questionnaires (total N ¼ 535 occasions). The results of multilevel analyses revealed partial support for our hypotheses. Followers' day-level perception of their leader's transformational behaviour was positively related to followers' day-level job crafting in the form of increasing structural and social resources. Moreover, daily transformational leadership was particularly beneficial for job crafting when followers scored high (vs. low) on the trait promotion focus. We conclude that transformational leaders can encourage their followers' use of job crafting, and that employees' promotion focus facilitates this effect.

5. Conclusion

This study reveals that daily transformational leadership is positively related to daily job crafting, particularly when followers score high on promotion focus e i.e. are driven by growth and development needs. Transformational leaders seem to challenge their followers to take greater ownership of their work, and motivate followers to optimize their own work environment. Resourceful and challenging work environments are important for employees, because they facilitate work engagement and performance (Demerouti & Bakker, 2014). Thus, leaders who inspire, stimulate and pay attention to the individual needs of their followers encourage their followers to take responsibility for their own working conditions and wellbeing, and can therefore have an important impact on follower performance.