Transformational leadership and optimal functioning at work: On the mediating role of employees' perceived job characteristics and motivation
Abstract
This study aimed to deepen our understanding of the motivational mechanisms involved in the relationship between transformational leadership (TFL) and employee functioning. Drawing on the TFL literature, the job demands–resources model and self-determination theory, we propose an integrative model that relates TFL to employee psychological health (burnout and psychological distress), attitudes (occupational commitment and turnover intention) and performance (professional efficacy, self-reported individual and objective organizational performance) through two explanatory mechanisms: perceived job characteristics (job demands and resources) and employee motivation (autonomous and controlled). This research was conducted in two occupational settings (nurses and school principals), using a distinct variable operationalization for each. Results of both studies provide support for the hypothesized model, suggesting that TFL relates to optimal job functioning (psychological health, job attitudes and performance) by contributing to favourable perceptions of job characteristics (more resources and less demands) and high-quality work motivation (more autonomous motivation and less controlled motivation) in employees. Theoretical contributions and managerial implications as well as directions for future research are presented.
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Fernet et al. (2015) showed that only job resources were associated with higher autonomous motivation, whereas job demands were associated with higher controlled motivation.
“On the one hand, Fernet et al. (2015) showed that only job resources were associated with higher levels of autonomous motivation whereas job demands were associated with higher levels of controlled motivation.”
From A test of work motivation profile similarity across four distinct samples of employees (2020) · cites this paper as Fernet et al., 2015
The four outcomes (turnover intentions, work performance, presenteeism, absenteeism) show differentiated relations with employees' levels of autonomous and controlled motivation.
“These four outcomes were retained based on previously reported evidence showing that they all present differentiated relations with employees' levels of autonomous and controlled motivations (e.g., Fernet, Trépanier, Austin, Gagné, & Forest, 2015;Gagné et al., 2015).”
From A test of work motivation profile similarity across four distinct samples of employees (2020) · cites this paper as Fernet et al., 2015
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References 58 · Cited by 258
- Authors
- Fernet, C., Trépanier, S.-G., Austin, S., Gagné, M., & Forest, J.
- Affiliations
- Université du Québec à Trois-Rivières (CA)
- Université du Québec à Montréal (CA)
- The University of Western Australia (AU)
- Corresponding author
- Fernet, Claude
- Venue
- Work & Stress
- Publisher
- Informa UK Limited
- Published
- 2015-01-02
- Volume
- 29
- Issue
- 1
- Pages
- 11-31
- ISSN
- 0267-8373 (ISSN-L)
- 1464-5335
- OpenAlex
- W2082706478
- Cited by
- 258
- References
- 58
- Citations by year
- 2026: 20 · 2025: 29 · 2024: 23 · 2023: 46 · 2022: 33 · 2021: 30 · 2020: 27 · 2019: 23 · 2018: 7 · 2017: 10 · 2016: 8
- FWCI
- 18.39
- Type
- journal article
- Language
- en
- Open access
- closed
- Locations
- Work & Stress (publishedVersion)
- UWA Profiles and Research Repository (UWA) (submittedVersion)
- eSpace (Curtin University) (submittedVersion)
- Topics
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Job Satisfaction and Organizational Behavior
- Health Sciences › Health Professions › General Health Professions › Workplace Health and Well-being
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Employee Performance and Leadership
- Keywords
- transformational leadership, job characteristics, employee motivation, autonomous motivation, controlled motivation, burnout, psychological distress, occupational commitment, turnover intention, professional efficacy, organizational performance, job demands-resources model, self-determination theory, nurses, school principals
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