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Transformational leadership and job-related learning

机译：变革型领导和与工作相关的学习

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Purpose - The purpose of this paper is to examine specifically the impacts of transformational leadership on job-related learning at the individual level. Design/methodology/approach - A questionnaire survey was conducted. The survey questionnaire contained measurements of job-related learning (JRL) and the five dimensions of transformational leadership: idealized influence attributed (IIA), idealized influence behavior (IIB), individualized consideration (CON), inspirational motivation (INSPIRE), intellectual stimulation (INTSTIM). Data were collected from 400 individuals of various organizations on a voluntary and anonymous basis. Findings - The research results showed that the dimensions of IIB and CON were two significant predictors to job-related learning. Research limitations/implications - All of the data collected in the present study are gathered from a single source through a common method (I.e. a Likert-scale questionnaire). Also, the use of a cross-sectional design in the present study restricts inferences being drawn regarding the causal relationships between transformational leadership and job-related learning. Practical implications - It seems that leaders are able to enhance job-related learning among the employees when they recognize the growth needs of their followers and provide them with personal guidance and goal-directed development. The findings imply that if a high learning orientation in an organisation is desired, transformational leadership would be the type of leadership needed in the organization. Originality/value - The present study does provide some evidence that some dimensions of transformational leadership are more influential on job-related learning than the others.
机译：目的-本文的目的是专门研究变革型领导对个人层面与工作相关的学习的影响。设计/方法/方法-进行了问卷调查。调查问卷包含对工作相关学习（JRL）和变革型领导力五个维度的测量：理想化的归因（IIA），理想化的影响行为（IIB），个体化的考虑（CON），鼓舞动机（INSPIRE），智力刺激（ INTSTIM）。在自愿和匿名的基础上收集了来自各个组织的400个人的数据。发现-研究结果表明，IIB和CON的维度是与工作相关的学习的两个重要预测指标。研究局限性/含义-本研究中收集的所有数据都是通过通用方法（即李克特量表）从单一来源收集的。同样，在本研究中使用横断面设计限制了关于变革型领导与工作相关学习之间因果关系的推断。实际意义-领导者意识到员工的成长需求并为他们提供个人指导和目标导向的发展时，似乎能够增强员工与工作相关的学习。研究结果表明，如果希望在组织中具有较高的学习导向，那么变革型领导将是组织中所需的领导类型。独创性/价值-本研究确实提供了一些证据，表明变革型领导的某些方面比其他方面对与工作相关的学习更有影响。

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