Transformational leadership style, followership, and factors of employees' reactions towards organizational change

摘要

Purpose-This study aims to investigate the relationship between transformational leadership style and factors of employees' reactions towards organizational change in the telecommunication sector of Pakistan. Furthermore, to understand the importance of followership it has been analyzed as a moderating variable in the relationship between transformational leadership style and factors of employees'reactions.Design/methodology/approach-A mixed methods study design was applied to investigate the factors underlying the phenomenon of transformational leadership and organizational change. A quantitative research design was followed by qualitative research questions to get more in-depth insights into the used relationships. The primary purpose of the qualitative study design was to support and strengthened the results of the main quantitative research design.Findings-The results of the study showed that transformational leadership style was positively related to all three factors of employees' reactions (frequency of change, trust in management and empbyees' participation) towards organizational change. Moreover, followership has a significant effect on the relationship between transformational leadership style and factors of employees'reaction.Practical implications-This study suggests that for successful implementation of change in organizations, the employees play an important role and that managers with transformational leadership behaviour play a critical role in shaping positive change reactions. This study also highlights that both transformational leadership and followership are essential elements in shaping recipients' reactions, with active followers contributing to the role of leadership in the change process.Orlginallty/value-This study is the first attempt specifically in Asian context to highlight the role of followership as a moderating variable in leadership theory in the organizational change context.