scholarly journals Connecting Individual Differences in Workforce to Organizational Creativity through Transformational Leadership for Corporate Transformational Effectiveness!

2013 ◽  
Vol 02 (04) ◽  
pp. 73-77 ◽  
Author(s):  
Syeda Asiya Zenab Kazmi ◽  
Marja Naaranoja
Keyword(s):  
Transformational Leadership ◽  
Individual Differences ◽  
Organizational Creativity

scholarly journals Effect of Transformational Leadership on the Creativity of Employees: An Empirical Investigation

2017 ◽  
Vol 7 (1) ◽  
pp. 1413-1419
Author(s):  
K. Teymournejad ◽  
R. Elghaei
Keyword(s):  
Transformational Leadership ◽  
Leadership Behavior ◽  
Analysis Data ◽  
Intellectual Stimulation ◽  
Validity And Reliability ◽  
Organizational Creativity ◽  
Idealized Influence ◽  
Inspirational Motivation ◽  
Confirmatory Factor ◽  
Kolmogorov Smirnov

Considering the accelerated pace of developments and advancements in the current era, organizations which have innovative, change-oriented managers and leaders with a long-term vision are more likely to survive the competitive environment. Undoubtedly, leadership behavior and style considering creativity and innovativeness of employees within the organization as an incentive of organizational change considerably influence employee needs and knowledge. The purpose of this study is to determine the effect of transformational leadership involving idealized influence, intellectual stimulation, inspirational motivation and individualized considerations on organizational creativity of employees in the Maskan Bank in Tehran. This study is an applied research using descriptive data analysis. Data is collected by questionnaires. Correlation is used to analyze the hypotheses. The studied population includes all managers and employees of the Maskan Bank in Tehran Province. Using Cochran formula, 127 employees are selected as a sample. Validity and reliability of the questionnaire are calculated by using expert opinion and Cronbach Alpha. The normal distribution of variables is determined by using Kolmogorov-Smirnov test and confirmatory factor analysis; hypotheses are tested by using linear structured relationships. All hypotheses are confirmed; that is, transformational leadership as a whole and each of its dimensions, such as idealized influence, intellectual stimulation, individualized consideration and inspirational motivation have a significant and positive effect on creativity of Maskan Bank employees.

scholarly journals Analyzing the Significance of Transformational Leadership on Organizational Creativity of Employees: A Case of Insurance Companies in Jordan

2018 ◽  
Vol 9 (4) ◽  
pp. 64
Author(s):  
Azzam A. Abou-Moghli
Keyword(s):  
Transformational Leadership ◽  
Leadership Styles ◽  
Insurance Companies ◽  
Transformational Leader ◽  
Statistical Tools ◽  
Organizational Creativity

The study aims to conduct an assessment of defining qualities of a transformational leader and the role of such leaders in intellectually inspiring and intrinsically motivating the employees within their organization. The data was collected from 90 managers of 20 insurance companies and further analyzed their views pertaining to transformational leadership styles. Statistical tools were used to analyze the data. A vast majority of the respondents affirmed the significance of transformational leadership in ensuring the organizational creativity of their employees. It is concluded that the elements of transformational leadership are crucial in the development of organizational creativity of employees.

Nature vs nurture: Are leaders born or made? A behavior genetic investigation of leadership style

Twin Research ◽  
1998 ◽  
Vol 1 (4) ◽  
pp. 216-223 ◽  
Author(s):  
Andrew M Johnson ◽  
Philip A Vernon ◽  
Julie M McCarthy ◽  
Mindy Molson ◽  
Julie A Harris ◽  
...  
Keyword(s):  
Transformational Leadership ◽  
Individual Differences ◽  
Personality Traits ◽  
Leadership Style ◽  
Behavior Genetic ◽  
Self Report ◽  
Genetic Covariance ◽  
Genetic Determination ◽  
Nature Vs Nurture ◽  
Leadership Dimensions

AbstractWith the recent resurgence in popularity of trait theories of leadership, it is timely to consider the genetic determination of the multiple factors comprising the leadership construct. Individual differences in personality traits have been found to be moderately to highly heritable, and so it follows that if there are reliable personality trait differences between leaders and non-leaders, then there may be a heritable component to these individual differences. Despite this connection between leadership and personality traits, however, there are no studies of the genetic basis of leadership using modern behavior genetic methodology. The present study proposes to address the lack of research in this area by examining the heritability of leadership style, as measured by self-report psychometric inventories. The Multifactor Leadership Questionnaire (MLQ), the Leadership Ability Evaluation, and the Adjective Checklist were completed by 247 adult twin pairs (183 monozygotic and 64 same-sex dizygotic). Results indicated that most of the leadership dimensions examined in this study are heritable, as are two higher level factors (resembling transactional and transformational leadership)derived from anobliquely rotated principal components factors analysis of the MLQ. Univariate analyses suggested that 48% of the variance in transactional leadership may be explained by additive heritability, and 59% of the variance in transformational leadership may be explained by non-additive (dominance) heritability. Multi-variate analyses indicatedthat most ofthe variables studiedshared substantial genetic covariance, suggesting a large overlap in the underlying genes responsible for the leadership dimensions.

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