Paper Contents
Abstract
In order to forecast employee job performance, this study examines the relationship between transformative leadership and work engagement. Improving employee performance has emerged as a primary goal in today's dynamic organizational settings, with leadership style and employee engagement being recognized as key contributing variables. A work atmosphere that promotes both professional and personal development is created by transformational leadership, which is typified by idealized influence, intellectual stimulation, personalized attention, and inspirational motivation. Concurrently, it has been widely acknowledged that increased employee productivity and organizational commitment are influenced by work engagement, which is characterized by energy, dedication, and absorption. The purpose of this essay is to investigate how these two constructs affect work performance outcomes when they are used in tandem. Based on the job demands-resources (JD-R) theory and social exchange theory, we suggest that transformational leadership enhances the benefits of work engagement in addition to having a direct impact on work performance. Using a quantitative approach and survey data from various industries, we use multiple regression and interaction analysis approaches to investigate the separate and combined impacts of transformative leadership and work engagement. The results point to a strong interaction effect, suggesting that transformative leadership enhances the favourable correlation between performance and job engagement. Task performance, creativity, and organizational civic behaviour are significantly greater among workers who are engaged and under the direction of transformational leaders. These findings have significant managerial ramifications, emphasizing the necessity for businesses to foster engagement-boosting leadership philosophies in order to optimize employee output. The study adds to the body of knowledge on organizational behavior and leadership by highlighting how employee engagement and leadership work together to produce better performance results.
Copyright
Copyright © 2025 R.CELSHIYA JANNET. This is an open access article distributed under the Creative Commons Attribution License.
