Transactional Leadership Styles Research Articles

OCB Saints and OCB Sinners in Schools: Effects of Principals’ Leadership Styles on Teachers’ Motivation by OCB Levels

Purpose This study investigated the relationships between leadership styles (transformational, transactional, and passive) and teachers’ autonomous motivation (intrinsic and identified) in teachers with high and low levels of organizational citizenship behavior (OCB). Design/Approach/Methods In a sample of 651 teachers from Israeli schools, several groups were identified: 107 teachers with the highest OCB scores (saints), 104 teachers with the lowest OCB scores (sinners), and 440 teachers with OCB scores in the middle range. Findings Regression analysis indicated that the intrinsic motivation of OCB saints was significantly predicted by passive leadership style, whereas that of the OCB norm by transformational leadership style. The analysis further indicated that the identified motivation of OCB sinners was significantly predicted by transactional leadership style, whereas that of the OCB norm by transformational leadership style. Originality/Value The results challenge the assumption of a one-size-fits-all approach to “effective” principals’ leadership styles and suggest that to cultivate teachers’ autonomous motivation they should be treated differently in leadership efforts. The implications of the study may be useful in improving school effectiveness and designing training programs for school leaders to enhance their leadership skills.

Leadership Styles, Emotional Intelligence and Personality Traits of Muslim Women Academic Heads of the Mindanao State University and their Correlation with Organizational Performance

The study identified the leadership style, emotional intelligence and personality traits of the Muslim women deans of the Mindanao State University, the biggest state University in Southern Mindanao, and their correlation with organizational performance. The respondents of the study were the faculty members of the four colleges of the University under the leadership of a Muslim woman dean. The study disclosed that the women deans practiced more of transformational than the transactional leadership style. Transformational leadership was the preferred and widely practiced style among these deans, according to nearly all the faculty respondents. In terms of organizational performance, the faculty respondents rated their Muslim women deans as highly effective. Using McKinsey's 7S model, the deans were rated highest in skills, followed by shared values, style, strategy, system, and staff, in descending order. This indicates that the deans excel in various aspects of organizational management. The study also established correlations between these elements based on the data obtained through the use of four standardized questionnaires such as the Bass multi-factor leadership instrument and Mckinsey’s 7S model. Moreover, the study revealed that there is a moderate positive correlation between leadership style and organizational performance, another moderate positive correlation between personality traits and organizational performance, but a low positive correlation between emotional intelligence and organizational performance. This suggests that leadership style and personality traits play a more significant role in influencing organizational performance than emotional intelligence. In conclusion, it can be hypothetically argued that the Muslim women deans under study were more inclined to embrace transformational leadership, emphasizing emotional intelligence and displaying favourable personality traits.

Examining the effect of leadership styles on organizational effectiveness in the oil and gas sector: does knowledge acquisition capacity matter?

PurposeThe purpose of this study is to investigate the relationship between leadership styles and organizational effectiveness in the oil and gas industry, with a particular focus on the moderating role of knowledge acquisition capacity (KAC).Design/methodology/approachUsing a survey research design, data was collected from 322 respondents comprising faculty employees in the upstream, midstream and downstream of the oil and gas sector in Ghana. The data were analyzed by using the ordinary least squares approach to structural equation modelling with the use of SPSS and Amos software.FindingsThe findings contribute to the existing body of knowledge by confirming the positive associations between transformational and transactional leadership styles and organizational effectiveness. Moreover, the study highlights the significant moderating role of KAC, shedding light on the interaction between leadership styles and the ability to acquire and integrate external knowledge.Originality/valueBy investigating the influence of KAC, which represents a company’s ability to acquire and integrate external knowledge, this study provides a deeper understanding of how leadership styles interact with knowledge acquisition to shape organizational effectiveness. The study makes a contribution to the upper-echelon theory and a practice-knowledge contribution for managers in the oil and gas industry in Ghana.

PSYCHOLOGICAL SAFETY AND EMPLOYEE MOTIVATION AND FLOURISHING

The objective of this research is to investigate the complex relationships that exist between psychological safety, employee motivation, and flourishing in organizational settings. Specifically, the study will concentrate on developing creative work environments and analyzing the roles played by transformational and transactional leadership styles. The understanding of psychological safety as a fundamental component of an atmosphere where taking interpersonal risks is encouraged and enables staff members to freely interact, make suggestions, and work together without fear of consequences is at the heart of the inquiry. Based on positive psychology frameworks and self-determination theory, the study clarifies the several motivating factors—like relatedness, competence, and autonomy—that lead to employee thriving. It seeks to understand how these motivational elements, along with psychological safety, foster an atmosphere that is favorable to creativity and invention. The study explores the complex interrelationships between transactional and transformational leadership philosophies and how each influences psychological safety and encourages workers to come up with new ideas. The primary goal of the inquiry is to clarify how these leadership philosophies affect the individual and group creativity of employees. Through an analysis of the complex relationships between psychological safety, employee motivation, and leadership styles, the thesis seeks to provide practitioners and organizational leaders with practical advice. It is crucial to comprehend how these elements combine to influence creative work practices and inventive behaviors in today's dynamic and competitive environment, where innovation is essential to long-term success. Keywords: Innovative work behavior, Employee creativity, Transformational leadership style and Transactional leadership style.

Leadership Styles, Self-Efficacy, and Innovative Work Behaviour of Software Developers

"Research Aims: The primary aims of this study involve examining the effect of leadership styles on self-efficacy and the effect of self-efficacy on innovative work behaviour. Design/Methodology/Approach: Quantitative research was conducted by collecting data from 242 randomly selected software developers in four software development companies in Yangon using structured questionnaires. Regression analysis was used to attain the research objectives. Research Findings: The results showed that transactional and ambidextrous leadership styles have a significant effect on increasing the self-efficacy of software developers. This study also revealed that self-efficacy is an antecedent of the innovative work behaviour of software developers. Theoretical Contribution/Originality: The study confirmed that transactional leadership significantly impacts self-efficacy and validated the role of ambidextrous leadership in self-efficacy. Moreover, self-efficacy was found to have an impact on innovative work behaviour. Managerial Implication in the South East Asian Context: This study suggests that transactional and ambidextrous leadership styles can create enabling environments by encouraging and empowering team members to increase their self-efficacy and engage in more innovative endeavours. Research Limitation & Implications: Data was collected once using a questionnaire from a sample of four companies. The insights can help leaders maintain a sustainable competitive advantage, leading to more job opportunities and long-term economic growth in Myanmar and other developing countries."

Navigating political terrain: a comprehensive review of leadership theories in political science

Political science is increasingly focusing on the study of leadership factors in its field scope. Therefore, the primary objective of this article is to systematically analyze the use of leadership theories in scholarly publications of political science. This paper also underscores the lack of leadership theories or concepts in political science, offering insights to anyone interested in examining leadership in this academic discipline. This study introduces an alternative framework for analyzing leadership, specifically emphasizing political leadership. Thus, the question addressed in this study is: What leadership theories are applied to the study of political science? This study utilizes the systematic literature review approach, except for the Appraisal Quality stage, to examine political leadership theory and the notion of utilization as discussed in political science. The ROSE protocol is employed in this study due to its suitability for mapping and qualitative studies. Furthermore, PICo is used to formulate research questions in the context of this study. The results of this study, which involved the review of 75 papers, revealed the implementation of leadership theories and concepts in 15 distinct contexts or focus areas. The analysis of leadership in political science places significant emphasis on the dimensions of transformative and transactional leadership styles. Both leadership styles are frequently used in various research contexts. Overall, the prevalence of transformative and transactional leadership theories in political science can be understood as a reflection of the constraints political scientists face in comprehending the nature of leadership within a political context from a scientific standpoint.

Effect of Leadership Styles on Gen-Z Work Performance: An Empirical Analysis

The main purpose of this paper is to examine the relationship between leadership styles and Gen-Z workforce performance. A disproportionate stratified random sampling technique was used to select respondents from private secondary schools in Ogun State, Nigeria. Given a sampling frame of 1300 Gen-Z employees, this study adopted Cochran (1977) sample size method to analyse 279 usable questionnaires. The proposed structural model was assessed through established GOF indices. While specified hypotheses were tested using SEM. Findings show that confirmatory factor analysis reduced the measurement model to 20 items. In addition, the structural model showed GOF indices of χ² / df ratio (438.572 / 166) = 2.642, RMSEA (0.053), TLI (0.901), and CFI (0.907). SEM hypotheses testing revealed that transformational leadership styles do not only have positive path estimates, but also established practical and statistically significant relationship with Gen-Z workforce performance. Contrary to previous research, laissez-faire leadership style was found to be positive and significant with Gen-Z performance. Perhaps, due to the autonomy it accorded Gen-Z cohort to handle tasks without interference. This style makes Gen-Z feel respected and empowered. However, transactional leadership style reported a different outcome. Transactional leadership style was found to be positive, but its path estimate was not practical and statistically significant (β = 0.07, p = 0.120) with Gen-Z work performance. Hence two out of three specified hypotheses were accepted. This paper has it contributions. By implication, its outcome addressed some equivocal issues in leadership literature. Theoretically, it extends body of knowledge on empirical linkage between leadership styles and the digital natives (Gen-Z). Also, the paper impliedly suggests to CEOs / HR / management experts on formulating and implementing policies that will motivate, inspire, and retain Gen-Z in their organisations. Practically, the established relationship between laissez-faire leadership style and Gen-Z cohort suggests that Gen-Z can practically come on board with their ideas and work as ally with their leaders towards achieving the overall organizational goals. There are limitations which may have biased the outcome of this study. Hence, potential areas for further studies have been highlighted.

Transactional Leadership Style and the Effectiveness of Public Participation in the County Governance in Kenya

An effective system of governing is crucial for advancing both social and economic development, with a focus on promoting openness, accountability, and active involvement of the people. Public participation entails the active involvement of citizens in the process of governance, promoting openness, responsibility, and fair provision of public services. This method facilitates well-informed decision-making and improves governance by ensuring that policies align with the requirements and priorities of the community. To enhance efficacy, numerous governments have transitioned from centralization to decentralization, thereby enabling local governments to include citizens more directly in the process of decision-making. The Constitution of Kenya 2010 incorporated decentralization and public involvement as integral components to enhance governance in Kenya. Nevertheless, despite extant literature suggesting that leadership affects participation, the extent to which various leadership styles impact the effectiveness of public engagement has not been well investigated. This study examines the influence of transactional leadership style on the effectiveness of public participation in the county governance in Kenyan. The components of transactional leadership styles consisted of contingent reward, contingent punishment, Management-by-Exception-active, and Management-by-Exception-passive. The study adopted a positivist philosophy, using scientific methods to explore social phenomena, focusing on objectivity and empirical verification. The research used a quantitative survey design, with questionnaires for data collection. The analysis involved devolved county governments, targeting residents from eight counties, who had engaged in public forums. A sample of 400 respondents was obtained through both probabilistic and non-probabilistic sampling methods. The results of the regression analysis indicated that there was a positive relationship between transactional leadership and the effectiveness of public participation. The implementation of active management-by-exception and contingent incentive resulted in a notable increase in public engagement, with active management-by-exception having the most prominent influence. The effects of contingent punishment and passive Management-by-Exception were positive, although they failed to achieve statistical significance. The study recommends county authorities to prioritize active management-by-exception and use reward schemes to enhance public participation. Additionally, it suggested implementation of training programs aimed at transforming executives from passive to proactive management approaches. In addition, proposals were made for policies that support leadership training and civic education to promote public participation. This study enhances the existing theory by empirically demonstrating the relationship between transactional leadership style and the effectiveness of public participation. It also offers a foundation for future research in this area. Subsequent investigations should examine additional variables that impact the efficacy of public participation in county governance, considering cultural and contextual variations.

Assessing the influence of teacher leadership styles on motivation and academic outcomes among secondary school students

The quality of teaching, teacher leadership style, student satisfaction, and academic outcomes collectively serve as crucial predictors of the competence of graduates and the overall success of educational institutions. This study aimed to investigate the significance of classroom and teacher leadership in the context of enhancing students’ motivation and academic achievements. Employing a quantitative approach via a questionnaire, the study focused on Moroccan EFL students, specifically targeting first- and second-year baccalaureate students majoring in physics and first-year experimental sciences at Al Ahd Al Jadid Secondary School in the Taounat region. The study’s findings revealed that a substantial 97.9% of participants favored transformational leadership, with 61% opting for transactional leadership, and a modest 14.2% choosing laissez-faire leadership. These results suggest that effective teachers may employ a combination of transformational and transactional leadership styles, depending on the specific circumstances and needs of the classroom. This study highlights the importance of flexible and adaptive leadership in education and its potential impact on students’ motivation and academic success.

Implementation of leadership style to improve the quality of health services in hospitals: Literature review

Hospitals are health care institutions or agencies that organize comprehensive individual health services by providing inpatient, outpatient, and emergency services. The organization of the hospital is expected to provide affordable, quality health services, and optimal results to obtain high quality health service results. Achieving good hospital service quality can be achieved through good team performance as well. In the preparation of good team performance, it is necessary to choose the right leadership style in an organization. The organization in achieving its goals requires the function and role of the leader. The purpose of this study was to identify the implementation of leadership styles that can improve the quality of health services in hospitals. The method of research in this study is a qualitative research design with a literature study. Articles were searched through three data sources, namely PubMed, ScienceDirect, and Google Scholar using the keywords "leadership style" AND "hospital quality". The articles used were published in the last five years, from 2019 to 2023. The study was limited to quantitative and qualitative research methods, but there were no restrictions on specific regions or countries. The results of the study found that the leadership style used can improve the quality of health services in hospitals. The quality of human resource performance is one of the main factors in improving the quality of service in hospitals. There are many leadership styles implemented in hospitals, including democratic, transformational, transactional, authentic, and directive leadership styles. The application of leadership styles must be adjusted to the conditions of the team members.

The Impact of Leadership Styles on Academic Performance in Thai Higher Education Institutions

Purpose: This study investigates the influence of leadership styles on academic performance within Thai Higher Education Institutions (HEIs), amidst a rapidly evolving global higher education landscape. Recognizing the pivotal role of leadership in adapting to change, fostering innovation, and sustaining academic excellence, this research aims to discern which leadership practices most effectively enhance academic performance in the Thai context. By integrating various leadership theories and examining their applicability in Thai HEIs, the study identifies the relationship between leadership styles and academic outcomes, thereby contributing to a broader understanding of leadership's impact on educational success.
 Methodology: Employing a mixed-methods approach, the research combines quantitative analysis of academic performance indicators across different institutions with qualitative interviews from a diverse range of university administrators, deans, and department heads. This methodology allows for a comprehensive exploration of how leadership styles correlate with academic performance metrics.
 Findings: Findings suggest that transformational leadership is significantly associated with higher academic performance, characterized by its emphasis on vision, communication, and employee motivation. In contrast, transactional leadership styles, focusing on rewards and penalties, show a less pronounced impact. The study also highlights the importance of contextual factors, including cultural, economic, and political influences, in shaping effective leadership practices within Thai HEIs.
 Unique contributor to theory, policy and practice: The primary innovation of this research lies in its contextual examination of leadership styles within the Thai higher education sector, providing insights into the nuanced ways in which leadership can influence academic performance in a specific cultural and institutional framework. This understanding is vital for formulating strategies aimed at enhancing leadership effectiveness and, consequently, improving student academic outcomes in Thai higher education settings.

Nexus of Leadership Style, Organizational Climate, Motivation and OCB in Jordanian Telecommunications

Purpose: This study aims to explore the relationships between leadership style, organizational climate, motivation, and organizational citizenship behaviors (OCB) among lower and middle-level employees in Jordanian telecommunications companies. The primary goal is to investigate how leadership style and organizational climate influence OCB, with motivation serving as an intermediary variable. By examining these interrelationships, the research seeks to provide insights into the factors shaping employee behaviors and performance within organizational settings. Methods: A random sample approach was utilized to select 450 employees from three Jordanian telecommunications companies. Self-completed questionnaires were distributed via email to the respondents during the latter half of 2021, resulting in 350 usable responses for analysis. Smart PLS 3.0 software was employed to test the interrelationships between leadership style, organizational climate, motivation, and OCB. The study utilized structural equation modeling (SEM) techniques to examine the direct and indirect effects of the variables of interest. Results and discussion: The findings reveal significant relationships between transformational leadership, transactional leadership, organizational climate, motivation, and OCB among employees in the telecommunications sector. Specifically, transformational and transactional leadership styles, as well as organizational climate, were found to significantly influence both motivation and OCB. The analysis also supported three hypotheses on the mediation effects of motivation. These results contribute to a deeper understanding of the complex dynamics driving employee behaviors and performance within organizational contexts. Implications of the research: The research findings carry implications for organizational leaders, managers, and policymakers seeking to enhance employee engagement, performance, and organizational citizenship behaviors. By recognizing the influence of leadership style and organizational climate on motivation and OCB, organizations can develop strategies to foster a positive work environment and cultivate a culture of proactive employee behaviors. The study underscores the importance of aligning leadership practices and organizational climate with motivational factors to promote desirable outcomes and organizational effectiveness. Originality/value: This study contributes to the literature by providing insights into the relationships between leadership style, organizational climate, motivation, and OCB within the context of Jordanian telecommunications companies. The examination of these interrelationships offers a unique perspective on the factors shaping employee behaviors and performance. Moreover, by exploring the mediating role of motivation, the study advances our understanding of the mechanisms through which leadership and organizational factors influence employee engagement and citizenship behaviors. The research adds to the body of knowledge on organizational behavior and provides practical implications for fostering a positive workplace environment and enhancing organizational effectiveness.

CEBU ASIANA LOGISTICS, INC. LEADERSHIP STYLES TOWARDS CREATING ORGANIZATIONAL CULTURE

This study intent to investigate the leadership style of middle to top managers of Cebu Asiana Logistics Inc. and to create an organizational culture for the organization. The researcher made use of Burnss Transformational and Transactional theory of leadership, Edgar Scheins theory, and Denisons Model of Organizational Culture as its theoretical framework for this research work. This study ascertains the leadership styles of managers and supervisors in the organizational culture of Cebu Asiana Logistics Inc. A significant contribution to understanding this concept of leadership styles is the transformational leadership theory of McGregor Burns which has captured the interest of many researchers in the field of organizational leadership over the past three decades. This theory as cited by Purwanto, A. et al. (2020) in their study on the Effect of Transformational and Transactional Leadership Style on Public Health Centre Performance, was developed in the late 20th century by Burns (1978) in his investigation of political leaders. Most of the managers in Cebu Asiana Logistics Inc., are 41 to 45 years old. And the majority are males with bachelors degree holders. They had been with the company for 1 to 5 years of service, and most of them attended seminars in the Maritime Industry Authority and Philippine Ports Authority; Supervisor respondents are mostly belonging to the age bracket of 46 to 50 years; are males and bachelors degree holders. In terms of length of service, they have been working in the company for 1 to 5 years and have attended seminars from the Philippine Ports Authority. Personnel respondents are ages 26 to 30 years old; Majority of them are males, and are bachelors degree holders; They are also working in the company for 1 to 5 years. Based on the significant findings and conclusions of this research, the following recommendations are offered. 1. Managers and supervisors should pursue graduate education and should be given incentives by the company. 2. Managers and supervisors as well as personnel should be given the chance to continuously evaluate the leadership styles and implementation of organizational culture competencies for results that could promote the quality, efficiency, flexibility, and productivity of the whole Cebu Asiana Logistics Inc. system. KEYWORDS: Leadership styles, organizational culture, Transformational leadership, Transactional leadership

School Head’s Leadership Style to Beginning Teacher’s Performance in the Schools Division of City of San Jose del Monte

School heads’ unique and different leadership styles have an impact on the performance of their teachers, students, and schools in general (Ahamed, 2020). This study explored the effect of three leadership styles of school heads which are transformational, transactional, and laissez-faire, on the performance of beginning teachers. There are fifty-three (53) beginning teachers from the Schools Division of the City of San Jose del Monte who identified the leadership styles of their school heads and were assessed in terms of their performance as reflected on their Individual Performance and Commitment Rating Form (IPCRF). Results showed that there is a low positive correlation between school head’s leadership styles and beginning teachers’ performance. Furthermore, the study showed that among the three leadership styles, only the transactional leadership style has a significant effect on beginning teachers’ performance. The difference in results may be due to the number of years of beginning teachers in their respective schools and that there is still no strong relationship formed between leaders and teachers. Thus, beginning teachers only rely on certain rewards and punishments based on their work performance (transactional) rather than because of the relational influence of the leaders (transformational). Keywords: education, leadership, teachers’ performance, assessment, correlation, Philippines

Impact of Leadership Styles on Job Satisfaction among Teachers in Secondary Schools in Monduli District

The purpose of this study was to explore the impact of leadership styles on job satisfaction among teachers in selected secondary schools in Monduli district. The study hypotheses were that H1 there is no statistically significant correlation between transformational leadership style and job satisfaction among teachers in selected secondary schools in Monduli district, H2 there is no statistically significant correlation between transactional leadership style and job satisfaction among teachers in selected secondary schools in Monduli district and H3 there is no statistically significant correlation between laissez-faire leadership style and job satisfaction among teachers in selected secondary schools in Monduli district. The study employed a descriptive survey design. A sample size of one hundred twenty-nine respondents was randomly chosen from four secondary schools in Monduli namely; Manyara, Lowassa, Engutoto, and Irkisongo district secondary schools. A self-administered questionnaire was used to collect information from respondents. The collected data were analyzed by Statistical Package for Social Scientists (SPSS) using, Independent t-test and Fisher's Analysis of Variance (ANOVA) to determine whether demographic variables varied with students' academic performance. Karl Pearson's Linear Correlation Coefficient was undertaken to determine the relationship between leadership styles and teachers' Job satisfaction. The study results indicated that hypotheses H1 and H3 were supported by the study findings. However, the study findings revealed that H3 was not supported by the study findings. The study concluded that transformational and laissez-faire leadership styles had a direct influence on teachers' job satisfaction. Therefore, school administrators in the Monduli district should use transformational and laissez-faire leadership styles in their day-to-day administration. The study findings led the researcher to recommend that, the school administration should focus on the use of transformational and laissez-faire leadership styles since they had a direct significant influence on teacher's job satisfaction. For future research focus should be on obtaining a larger and more representative sample, conducting the same study in other schools from another district for comparison purposes, and replicating the study using a qualitative approach.

DEMYSTIFYING LEADERSHIP: A HOLISTIC ANALYSIS OF ITS ROLE, INCLUDING DEMOGRAPHIC FACTORS IN E-COMMERCE IN SMES IN AD DAKHILIYAH GOVERNORATE, OMAN

This quantitative study with a sample of 375 participants from small and medium enterprises (SME) in the Ad Dakhiliyah region of Oman examines the impact of transformational and transactional leadership styles on E-commerce adoption (ECA). A multi-group (MGA) analysis was conducted to investigate the influence of demographic factors on ECA through leadership styles. Using statistical analyses via SPSS and SmartPLS 4, the study shows significant gender differences in the influence of leadership styles on ECA. In addition, comparisons were made with two other demographic factors — age and leadership position. However, caution should be exercised when generalising beyond the study's focus on the Ad Dakhiliyah region. Despite a comprehensive investigation, the age factor shows an insignificant difference in the impact of transformational and transactional leadership on ECA. This study makes an important contribution to the understanding of leadership dynamics in the digital age in Omani SMEs, highlighting the gender nuances. The integration of robust research models and statistical tools enhances methodological rigour and provides practitioners and future researchers with nuanced perspectives on leadership and technology adoption in the Ad Dakhiliyah region and in the broader context of Omani SMEs.
 Keywords: Leadership Style, E-commerce Adoption, Technology Adoption, Gender, SME, Oman, SmartPLS.

Embracing Complexity: Ambidextrous Leadership Enriching Job Satisfaction in Nepalese Commercial Banking Sector

Scholars argue that ambidexterity serves as a crucial precursor not only to organizational innovation but also for teams and individual workers. This study indulges into ambidexterity and analyzes the synergic combination of transformational and transactional leadership style to create ambidextrous leadership and the positive impact of ambidextrous leadership on job satisfaction in Nepalese commercial banks. The research employed a survey design to collect data from 150 employees in Nepali commercial banks. Simple random sampling techniques were utilized, and a questionnaire was administered to gauge respondents' job satisfaction levels with various dimensions of transactional leadership styles, employing a five-point Likert scale. The findings reveal a significant relationship between ambidextrous leadership style dimensions and job satisfaction in Nepali commercial banks. The study concludes that ambidextrous leadership is the potential to be the most influential leadership style for fostering job satisfaction and recommends the balancing of counteracting leadership styles promoting ambidextrous leadership in Nepali commercial banks

Impact of contingent rewards and punishments on employee performance: the interplay of employee engagement

Background This paper investigated the connection between transactional leadership styles, contingent rewards, punishments, and employee performance while emphasizing employee engagement’s mediating role. Existing research has predominantly focused on isolated associations between contingent rewards, punishment, and employee performance, leaving gaps in the empirical exploration of these mediating mechanisms. To address this research gap, our study has introduced a conceptual framework to understand the multifaceted connection between contingent rewards, punishment, and their effects on employee performance, with a specific emphasis on the mediating function of employee engagement. Methods We involved 273 full-time non-clinical healthcare professionals employed in NABH-accredited hospitals in Jharkhand, India. A structured survey instrument was employed for data collection from the specific survey participants, with the investigation of the research hypotheses conducted through the application of partial least squares-structural equation modeling (PLS-SEM). Results Preliminary findings suggested that contingent rewards and punishment do not directly influence employee performance. Instead, our study highlighted the critical mediating role of employee engagement, particularly its dimensions of Vigor, absorption, and dedication. Conclusions This research has underscored rewards and punishments as essential tools for influencing employee behaviour, motivation, and performance. Employee engagement, as a multifaceted construct, not only benefits individual employees but also significantly impacts overall organizational performance and success.

Teorías de liderazgo y desempeño individual

The objective of this study was to investigate the influence of the laissezfaire, transactional and transformational leadership style on individual performance (task performance and context performance) in a convenience sample composed of leaders and followers from three different companies. The Multifactor Leadership Questionnaire (MLQ) was used and a few questions were added, as well as five performance categories. Three hundred people participated in the research, and the data were processed and analyzed using the PLS approach of the R software. The study showed that transformational leadership influenced the performance of the task and the performance of the context. It should be emphasized that this research contributed to empirical studies, in the themes of Leadership and Performance.

The Influence of Compensation, Transactional Leadership Style, Motivation and Work Discipline on Employee Performance in The South Jakarta City Fire and Rescue Department

This research aims to find out and analyze how big it is influence compensation, style leadership transactional, motivation And work discipline on employee performance in the fire and rescue department. The data source in this research is primary data and the type of data used is quantitative data by distributing questionnaires to 100 employees of the fire and rescue department. Deep data testing study This use method analysis descriptive And analysis inferential. The research results show that in partial compensation testing, transactional leadership style, motivation and work discipline influence employee performance. Between compensation (X 1 ), transactional leadership style (X 2 ), motivation (X 3 ) and work discipline (X 4 ) show that they have a positive and significant effect. Based on processing data with use analysis regression multiple linear obtained results equality regression as following Y = 10,108 + 0.368 X 1 + 0.108 X 2 + 0.127 X 3 + 0.124 X 4 . Results study This showing that compensation (X 1 ) have influence positive And significant to performance employee (Y), transactional leadership style (X 2 ) has a positive and significant influence on employee performance (Y), motivation (X 3 ) has a positive and significant influence on employee performance (Y), work discipline (X 4 ) has a positive and significant influence on employee performance (Y). The fire and rescue department needs to evaluate and improve compensation, transactional leadership style, motivation and work discipline already exists to improve employee performance.
 Keywords: Compensation, Transactional Leadership Style, Motivation, Work Discipline and Employee Performance