Abstract
Leadership is essential for the success of every organization, as people believe in the ability of their leaders to guide change and achieve success. Today’s law firms are operating in a complex business environment and facing huge competition from both clients and talent. Tough competition, business alliances, corporate social responsibleness, and market conditions demand a huge transformation in the law industry. This study was designed to investigate the relationships between transformational leadership (TL), employee’s job performance (JP), and corporate social responsibility (CSR), as well the mediating mechanism of CSR among TL and JP. The data has been collected from 200 employees working in law firms of Pakistan by using a cross sectional research method. The study hypothesized that TL is significantly related to JP and CSR; in addition, CSR mediates the relationship between TL and JP. Results confirm our conjectures, hence allowing us to contribute to the scant literature of TL, CSR, and JP in the law industry. Our study provides important information to the decision makers who are involved in policymaking; that the adoption of TL practices and involvement in CSR activities can improve JP. Moreover, theoretical and practical implementations are provided for generalization.
Highlights
Leadership matters in every walk of public and private life and is a critical factor to the success of every organization; the same is true for law/legal industry [1]
Descriptive statistic and correlations is given in Table 3; the findings suggest that transformational leadership (TL) has positive correlation with job performance (JP) (r = 0.67, p = 0.01)
The studies regarding TL, corporate social responsibility (CSR), and JP are rare in law industry though billions of stakeholders are directly or indirectly related to this industry
Summary
Leadership matters in every walk of public and private life and is a critical factor to the success of every organization; the same is true for law/legal industry [1]. Scholars suggested that leadership development is essential for small and large law firms, as for other services industries [6]. Leadership has been defined in terms of leader behavior, relationship, role, personal traits, influence on goal achievement, followers’ perception, influence over followers, pattern of interaction, and influence on organization values and culture. Literature suggests that in the past, leadership theories were treated mainly as a concern of organization behavior and applied at a small group or micro level perspective, for instance the path-goal theory which is readily applicable to the lower leadership behavior and employee performance, but ignores the promotion of higher level organization phenomena such as CSR [29]. TL as compared to the other theories of leadership provides a broader perspective for understanding interplay between various factors of organization performance and offer new possibilities for investigating the interaction between leadership and CSR [18,35]
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