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Impact of transformational leadership on team performance: an empirical study in UAE

机译：变革型领导对团队绩效的影响：阿联酋的一项实证研究

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Purpose - The purpose of this study is to empirically investigate impact of transformational leadership on team performance and the effects of support for innovation and psychological empowerment in this association. Over the past many decades, teams have become an increasingly popular way of organizing and coordinating work. This trend creates new challenges for leaders, as they are expected to motivate individual employees and to improve team performance simultaneously. Design/methodology/approach - This study proposes a conceptual framework for understanding motivation and support extended to individual employees which would influence team performance. The conceptual framework includes psychological empowerment and support for innovation as mediating variables in the effect of transformational leadership on team performance. The study also validates the proposed conceptual framework using a second-order confirmatory factor analysis technique, namely, partial least squares-structural equations modeling, with the data collected from 182 followers from 10 service organizations in the UAE. Findings - The findings suggest that transformational leadership has significant positive impact on team performance and, on the contrary, transactional leadership has significant negative effect on team performance. Two dimensions of psychological empowerment such as meaning and self-determination have partial mediation effect in the relationship between transformational leadership and team performance. Originality/value - This study contributes to the research that identifies team mechanisms influenced by transformational leadership that can affect team success and performance, particularly in the context of UAE-based organizations. Managerial implications and future research areas are further discussed.
机译：目的-这项研究的目的是从经验上研究变革型领导对团队绩效的影响以及在该协会中对创新和心理授权的支持的影响。在过去的几十年中，团队已成为一种越来越流行的组织和协调工作的方式。这种趋势给领导者带来了新的挑战，因为他们有望激励个人员工并同时提高团队绩效。设计/方法/方法-这项研究提出了一个概念框架，用于理解动机和对个体员工的支持，这会影响团队绩效。概念框架包括心理赋权和对创新的支持，作为变革型领导对团队绩效影响的中介变量。该研究还使用二阶验证性因子分析技术（即偏最小二乘结构方程模型）验证了所提出的概念框架，并从阿联酋10个服务组织的182个关注者那里收集了数据。研究结果-研究结果表明，变革型领导对团队绩效具有显着的积极影响，相反，交易型领导对团队绩效具有显着的负面影响。心理授权的两个维度，例如含义和自我决定，在变革型领导与团队绩效之间的关系中具有部分中介作用。原创性/价值-这项研究有助于确定受变革型领导影响的团队机制的研究，这种变革会影响团队的成功和绩效，尤其是在基于阿联酋的组织中。管理意义和未来研究领域将进一步讨论。

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