Abstract
Grooming successful leaders is more important now than ever for the public sector. Thus, to groom potential future leaders, the organization not only needs a succession planning program, but also commitment from the leaders. This paper analyzes the influence of leadership style characteristics on preparing future leaders through succession planning programs in Malaysia’s public sector. Four dimensions of transformational leadership styles were used which included idealized influence, inspirational motivation, individualized consideration, and intellectual stimulation. This study employed the Multifactor Leadership Questionnaire and the effective Succession Planning and Management Questionnaire which were administered to 394 public servants from Malaysia’s public sector. Data was analyzed using multiple regression analysis. The results of the multiple regression analysis demonstrated that individualized influence was the main predictor of succession planning programs. Therefore, it is crucial for leaders to continue observing and modifying their leadership style(s) and behavior to be effective leaders.
Highlights
The leader is the main pillar of human resource development in an organization
In the multiple regression analysis, the dependent variable of succession planning was regressed against the independent variables
Multiple regression analysis was utilized to test the hypotheses of the relationships between the four dimensions of transformational leadership styles and grooming for future leadership
Summary
The leader is the main pillar of human resource development in an organization. Immense leadership influence improves the performance of the organization, it enhances the career development of its subordinates. There is a significant correlation between human resource management and organizational performance (Mesu, Sander & Riemsdjik, 2015; Chia & Zheng, 2015; Adnan & Mubarak, 2010). This is in line with the viewbased human resource function that has the potential to provide added value to the organization by enabling the development of its subordinates (Voon et al, 2011; Boselie et al, 2005). The influence of leadership on subordinates is very significant in view of the relationship which occurs directly and formally.
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