Research Questions
This report is prepared for assessing the impact of transformational leadership on employee performance. Explorative design is used for exploring the unexplored realms of transformational leadership and its impact on upgradation of employee performance. The purpose of conducting the research is to ethically proceed and gain answers for the questions, pertaining to contribution of transformational leadership on employee motivation, how transformational leadership impacts employee productivity, merits and demerits of transformational leadership in terms of its application in organization, and strategies used by transformational leaders for exercising leadership skills, abilities, and competencies. Through the research, the researcher intends to prove the positive hypothesis through quantitative research method.
The researcher has chosen quantitative research method, which would be effective for obtaining the answers to the following questions:
- What impact does transformational leadership create on employee motivation?
- What is the contribution of transformational leadership on the productivity of the employees?
- What are the merits and demerits of implementing transformational leadership in an organization?
- Which strategies are used by transformational leaders to successfully implement transformational leadership?
The hypothesis identified in this research as:
- H0: Transformational leadership does not impose impact on the employee performance
- H1: Transformational leadership impose positive impact on the employee performance
- H2: Transformational leadership impose negative impact on the employee performance
The thesis statement of the research is to assess the impact of transformational leadership on employee performance.
Considering the ethical considerations, the researcher would refrain from hurting animals. The eligible respondents would not be compelled or pressurized to produce answers, and a liberal approach would be expressed for ensuring that they could leave the process of data collection, once they feel uncomfortable. Recognizing the need for maintaining security and privacy in response of the respondents, reflects conformity to the research ethics (Kara, 2018). The research takes special care to ensure that integrity of respondents is respected during data collection process. Along with this, the researcher also ensures that every source referred, is acknowledged, for averting the cases of plagiarism and collusion. This approach evokes reliability, validity, and authenticity in the research propositions. Along with this, the researcher would also ensure that the questions are based on the subject matter, that is, impact of transformational leadership on employee performance, and do not involve any personal questions. The research would inform, and take consent from the respondents regarding recording the responses, assuring them that the recording would be done only for the research purpose and nor for any commercial purpose (Cascio & Racine, 2018).
Sampling technique for the study would be random for the employees, under the quantitative research methods. For selecting the managers, probability sampling technique will be chosen. This is because of assessing their experience on applying transformational leadership for upgrading the standards of employee productivity. After selecting the samples through this technique, the content, that is, the responses would be analysed by tables, charts, and figures. This analysis would be further synthesized with the literatures referred. This process would be beneficial for expanding the scope and arena of the research (Shaheen & Pradhan, 2019). Limitation in time and financial resources would be a challenge for the researcher to conduct the research according to the plan. Therefore, tactful approach is needed from the researcher for selecting the samples, so that the necessary data is obtained and analysed within the limited time. Random sampling would be selected as it is not time consuming, which is effective for the researcher to select the samples within lesser time. Tactfulness in selecting the samples through probability sampling technique is effective on the part of the researcher, as it proves beneficial in identifying the samples for primary quantitative survey (Klar & Leeper, 2019).
Hypothesis
Primary quantitative research method would be selected for conducting research on the impact of transformational leadership on employee performance. Within the primary quantitative research method, survey would be selected for collecting data from the samples. There would be 10 questions, among which the first five would be on conformity of the leaders, that is, the managers towards transformational leadership, and the rest of the five questions would be for the employees, to collect data on their approach towards the impact of transformational leadership on the transformation of standards and quality of performance (Bloomfield & Fisher, 2019). After completing the survey questions, they would be sent online to the respective accounts of the respondents, instructing them about producing the responses, and informing them about the due date within which they have to submit the completed survey form. Along with the survey, ethical consent form would also be sent to the respondents, asking them to fill it. Their responses in this consent form would indicate their approach towards participating in the data collection process. The same process would be followed for surveying the managers on their viewpoints regarding the application of transformational leadership for transforming the standards and quality of employee performance. Permission and approval would be taken by the research before conducting the data collection process (King, Goldfarb & Simcoe, 2021). The method of online survey would be beneficial in terms of reaching out to maximum number of respondents within the limited time and financial resources.
It could be anticipated that the research findings would substantiate the positive hypothesis, that is, transformational leadership impose positive impact on the employee performance. the evidence for this would be majority of the employees expressing positive response on influential impact of transformational leadership, adopted by the managers. It is also anticipated that the managers would produce positive response on upgradation of their leadership skills, abilities, and competencies through the application of transformational leadership (Shafi et al., 2020). The anticipated findings are also inclined towards satisfaction of the managers on the upgradation of standards and quality of employee performance. It could be inferred that if negative responses are more, then it would reflect a challenge in terms of employee performance and leadership, affecting the workplace culture.
Based on the quantitative research method selected, it could also be inferred that transformational leadership impose positive impact on the employee performance, if the leaders take proactive approach towards upgrading the standards and quality of performance expected from the employees (Para-González et al., 2018). Here, it could be asserted that inclusion of leadership theories would be effective in terms of establishing positive relation between transformational leadership and employee performance. Not including the theory could be detrimental, depriving the researcher from gaining clarity on how transformational leadership impacts employee performance. It could also be inferred that until and unless, previous literature and statistics developed from the responses, are considered, the researcher would not be able to develop clarity on how transformational leadership affects the performance of the employees, according to the standards of business (Suifan, Abdallah & Al Janini, 2018).
Conclusion
The research on assessing the impact of transformational leadership on employee performance would be conducted through primary quantitative method, that is, survey. The samples, that is, employees and managers would be selected through random probability sampling technique. The questions, would be equally divided for the employees and managers, which would be sent online along with ethical consent forms, to gain their consent for participating in the data collection process. For analysing the collected data, charts, tables, and graphs would be used. While analysing the data obtained, leadership theories and previous literature on the impact of transformational leadership on employee performance, would be synthesized. The synthesis would also integrate research objective and questions, which would evoke a balance between the research activities. All of these activities would include conformity to the research ethics, especially maintaining confidentiality in the responses provided by the samples, avoiding plagiarism and collusion, assuring comfort of the samples, and avoiding any harm to animals. The overall aim of the research is to establish the positive hypothesis through exploring the previous literature, and collecting practical data for enriching knowledge as well as scope and arena of the research.
References
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Ariyani, N., & Hidayati, S. (2018). Influence of transformational leadership and work engagement on innovative behavior. Etikonomi, 17(2), 275-284. [https://pdfs.semanticscholar.org/43c3/1103c4ec50e6143389b3f978d527bb8b2dd4.pdf]
Bloomfield, J., & Fisher, M. J. (2019). Quantitative research design. Journal of the Australasian Rehabilitation Nurses Association, 22(2), 27-30. [https://search.informit.org/doi/abs/10.3316/INFORMIT.738299924514584]
Cascio, M. A., & Racine, E. (2018). Person-oriented research ethics: integrating relational and everyday ethics in research. Accountability in research, 25(3), 170-197. [https://www.tandfonline.com/doi/abs/10.1080/08989621.2018.1442218]
Eliyana, A., & Ma’arif, S. (2019). Job satisfaction and organizational commitment effect in the transformational leadership towards employee performance. European Research on Management and Business Economics, 25(3), 144-150. [https://doi.org/10.1016/j.iedeen.2019.05.001]
Kara, H. (2018). Research ethics in the real world: Euro-Western and Indigenous perspectives. Policy Press. [https://books.google.co.in/books?hl=en&lr=&id=dfd1DwAAQBAJ&oi=fnd&pg=PR9&dq=research+ethics&ots=bhcCIOgN_2&sig=0XEPiTli71D1VB4kcKALqkHTXuQ#v=onepage&q=research%20ethics&f=false]
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Klar, S., & Leeper, T. J. (2019). Identities and intersectionality: a case for Purposive sampling in Survey?Experimental research. Experimental methods in survey research: Techniques that combine random sampling with random assignment, 419-433. [https://onlinelibrary.wiley.com/doi/abs/10.1002/9781119083771.ch21]
Para-González, L., Jiménez-Jiménez, D., & Martínez-Lorente, A. R. (2018). Exploring the mediating effects between transformational leadership and organizational performance. Employee Relations. [https://www.emerald.com/insight/content/doi/10.1108/ER-10-2016-0190/full/html]
Shafi, M., Lei, Z., Song, X., & Sarker, M. N. I. (2020). The effects of transformational leadership on employee creativity: Moderating role of intrinsic motivation. Asia Pacific Management Review, 25(3), 166-176. [https://doi.org/10.1016/j.apmrv.2019.12.002]
Shaheen, M., & Pradhan, S. (2019). Sampling in qualitative research. In Qualitative techniques for workplace data analysis (pp. 25-51). IGI Global. [https://www.igi-global.com/chapter/sampling-in-qualitative-research/207789]
Suifan, T. S., Abdallah, A. B., & Al Janini, M. (2018). The impact of transformational leadership on employees’ creativity: The mediating role of perceived organizational support. Management Research Review. [https://www.emerald.com/insight/content/doi/10.1108/MRR-02-2017-0032/full/html]
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