دانلود مقاله پیش بینی عملکرد کارکنان از طریق رهبری مبادله ای
چکیده
1. مقدمه
2. مرور مطالعات پیشین و چارچوب مفهومی
3. روش ها
4. تجزیه و تحلیل داده ها و یافته ها
5. بحث و نتیجه گیری
6. مشارکت، محدودیت ها و تحقیقات آتی
منابع
Abstract
1. Introduction
2. Literature review and conceptual framework
3. Methods
4. Data analysis and findings
5. Discussion and conclusion
6. Contribution, limitations and future research
References
چکیده
مطالعه حاضر بررسی تاثیر سبک رهبری مبادله ای (TLS) و اشتیاق کارآفرین (ETP) برای عملکرد کارکنان (EP) و نقش میانجی اشتیاق بین TLS و EP در پاکستان را پیشنهاد می کند. این مطالعه یک رویکرد کمی و مبتنی بر داده های مقطعی است. در مجموع، 356 مورد برای تجزیه و تحلیل نهایی اعمال می شود. نتایج حاکی از تأثیر مثبت و معنادار TLS و ETP بر EP بود. بنابراین، ETP به عنوان یک واسطه بین TLS و EP شناخته شد. یافته های این مطالعه سهم و پیامدهای قابل توجهی را برای مدیران اجرایی، کارآفرینان و مدیران ارائه می دهد. ادراک سبک رهبری کارکنان سهم قابل توجهی در ایجاد سطح بالاتری از عملکرد شغلی دارد. از این رو، این مطالعه می‌تواند همواری را در تقویت EP با توسعه رفتارهای رهبری فراهم کند. با این حال، بررسی میانجیگری ETP بین TLS و EP در میان کارمندان پاکستان، رهنمودهای بیشتری را به سیاستگذاران کشورهای در حال توسعه می دهد تا نقش ETP را رعایت کنند.
توجه! این متن ترجمه ماشینی بوده و توسط مترجمین ای ترجمه، ترجمه نشده است.
Abstract
The present study proposes to investigate the impact of transactional leadership style (TLS) and entrepreneur's passion (ETP) for employee performance (EP) and mediating role of passion between TLS and EP in Pakistan. The study is a quantitative approach and based on cross-sectional data. In total, 356 cases are applied for the final analysis. The results demonstrated a positive and significant effect of TLS and ETP on EP. Thus, the ETP recognized as a mediator between the TLS and the EP. The study's findings would offer significant contributions and implications for executives, entrepreneurs, and managers. The leadership style perception of the employees has a considerable contribution to generating a higher level of job performance. Hence, the study would provide the smoothness in enhancing EP with leadership behaviours' development. However, the mediation investigation of ETP between TLS and EP among the employees of Pakistan would give further guidelines for the policymakers of developing nation to observe the role of ETP.
Introduction
The tendency in the leadership aspect usually differentiated between transactional leadership and transformational leadership (Feranita et al., 2020). Henceforth, many people illustrated the various definitions of leadership with the support of words including “influence and group” for the description of leadership (Jong & Hartog, 2007; Naqvi et al., 2017). Thus, leadership is concerned with attaining objectives by boosting the followers based on the application of tactical plans. According to Yukl (2002), the much prevalent literature of relevant leadership theories is classified into two specific notions, including transactional leadership and transformational leadership. Besides this, the transactional leadership concept based on the maintenance of the general flow of actions. However, the word "transactional" illustrates the reality that such a leader fundamentally encourages swapping rewards for performance.
However, job performance is related to workers' behaviours within an organization (Howladar et al., 2018). Further, transactional conception is to focus on “keeping the ship afloat”. Additionally, transactional leaders apply disciplinary control and the apparent motives to encourage the performance of employees at their best. Moreover, researchers generally measure the performance of working staff based on job performance. In this way, job performance stands for how many employees have performed for achieving a goal for organizational setup (Blickle & Schütte, 2017). Finally, job performance is related to the demonstration for the fulfilment of regulated/expected function through an organization's demand. Thus, job behaviour is concerned with incidental, multifaceted and measurable behaviour along with the totality of alternating occasions that employees intend to perform within a span of period.
Discussion and conclusion
The purpose of the study was to inspect the influence of the TLS and the ETP for the EP. The small and medium-sized enterprises (SMEs) of Pakistan were selected as the study context. We have also found an indirect effect of TLS on EP in the presence of an ETP. Thus, this study covers a survey questionnaire for responses from the respondents.
By employing the SEM technique, the results of a research study found a positive and significant effect of TLS on EP among the respondents. Hence, H1 is accepted. Meanwhile, the positive impact of TLS on EP are accorded with the previous studies of Howell & Merenda (1999), Elenkov (2002), Yozgat and Kamanli (2016), who have claimed the same findings within the various contexts. These positive effects may have appeared because it has a reputation as a dominant predictor of employees' performance. In Russian companies, managers who adopt transactional leadership behaviour are significantly and positively related to organizational performance and innovation (Elenkov, 2002). According to Bass (1990), transactional leadership happens when the leader's motives and the mechanism depend on the capability of the follower's activity. In the same vein, Burke et al. (2006) demonstrated that leadership behaviours and team activity consequences are correlated with each other. In the SEMs context of Pakistan, the employees and entrepreneurs may be motivated for transactional leadership. They encourage followers to accomplish as per the leader's anticipation and get rewards and promotion. It would avail the skills for the leader that can be applied in operating and inspiring its followers to satisfy the organization's necessities and ambitions by swapping for employees' performance (Jung & Avolio, 2000).