Académique Documents
Professionnel Documents
Culture Documents
Topic:
“I hereby declare that this essay is my own work and that, to the best of my knowledge and belief, it
reproduces no material previously published or written nor material which has been accepted for the
award of any other degree or diploma, except where due acknowledgement has been made in the text.”
Signature: ________________________
Topic:
leadership does.
Leadership is important for the operation of different companies, and it helps the companies
to motivate their employees and activate resources in order to complete companies’ mission
(Antonakis & House, 2014). Leadership is also one of the ways to increase employees’ job
satisfaction. As employees are one of the most valuable assets in a company, it is important to
study which kind of the leadership will lead to better employees’ performance under different
extents of job satisfaction. Bass (as cited in Lowe, Kroeck, and Sivasubramaniam, 1996)
believes that the transformational and transactional leadership are complementary of each
other. Bass (as cited in Bass, Avolio, Jung, and Berson, 2003) argued that transformational
leadership can reflect social values and usually be applied in times of facing difficulties and
can be applied into different situation and it implies that these two kinds of leadership can
affect employees’ job satisfaction to different extent. This paper seeks to compare
transformational and transactional leadership, and conclude which one contributes more job
satisfaction to employees.
To start with, job satisfaction has been defined with different meanings in different ways and
perspectives. Generally, job satisfaction can be defined as whether employees like their jobs
and it can be separated into intrinsic and extrinsic dimensions. Intrinsic job satisfaction
evaluates the nature of the job they do, the tasks that make up the job, while extrinsic job
satisfaction evaluates the condition of work (Ge, Fu, Chang, & Wang, 2011). For instance, if
employees are satisfied with their current job, there are two possibilities. Employees can be
satisfied due to the work that they are doing or the conditions of the work. If the answer is
based on the nature of the work such as high achievement, this is intrinsic job satisfaction. If
employees are satisfied with their wages, this satisfaction is based on the condition of work
want employees to be aware and accept the group purposes and mission. Also,
interests of the group (Bass, 1990). Avolio and Bass (1995) suggest that there are four
components of transformational leadership and they may lead to a continuous effect from
themselves with their leader rather than a social group (Zhu et al., 2013). Hobman et al.(as
cited in Zhu et al., 2013) defined personal identification as “A self-categorization process that
involves an individual defining him or herself in terms of the attributes of the leader, shifting
his or her focus on individual gains for the leader, and experiencing a high level of
Idealized influence and inspirational motivation from leaders may lead to the formation of
personal identification of the employees with the leader. They also create the charisma of
leaders which is similar as what Bass charisma scale described. For instance, the employer is
a model for his or her employees to follow (Conger and Kanungo, 1998). According to
Conger and Kanungo’s behavioral model from Conger (1999), charismatic leaders have some
idealized goal that they want to achieve. With this strategic vision, employees will try to
imitate their leaders because of their admiration to the charismatic leaders. As a result,
idealized influence and inspirational motivation from transformational leadership may affect
share similar values of leaders and giving inspiration to change employees’ belief.
Intellectual stimulation refers that employees are stimulated to challenge the existing
assumption and employees may have a better performance with the development of
employers perform as a genuinely caring leader to concern the needs and feelings of the
Leaders who perform transformational leadership can increase employees’ intrinsic job
satisfaction. As mentioned above, intrinsic job means the nature of the work or the
achievement in the work. The four components of transformational leadership are playing
different roles on gaining intrinsic job satisfaction. For Idealized influence and inspirational
motivation, they will affect employees’ personal identification because they will highly
identify themselves with their leader. During this process, employees are willing to change
their self-concept and there will be a tendency of sharing the similar values and beliefs
between leaders and their followers. Employees believe that the vision of transformational
leaders may lead them to success and the goal set by their leader is achievable. With the
from these three components, employees believe that the tasks given by their leaders will be
feasible as they share similar values, beliefs and with the emotional attachment of leader.
Personal identification will be formed and the expectation of future achievement will be
higher, then the employees’ intrinsic job satisfaction increases. For intellectual stimulation, it
helps to increase employees’ intrinsic job satisfaction by building employees’ confidence.
Transformational leader encourages their employees to solve problem creatively under the
existence of intellectual stimulation. Employees will have the willingness to take risk as they
can try to realize their creative ideas without any worrying consequences. If employees are
encouraged to challenge the existing assumption and solve problems with their creativity,
employees will be able to fulfill themselves through experiment. They will also find their
weaknesses on their own abilities and with the support of emotional attachment, the nature of
the job will be changed. Transformational leaders give full play to employees’ talent and
make improvements from their creative ideas rather than just following traditional method.
Employees may understand more about themselves and make improvement and their
confidence will increase through this process. As the nature of the job bring positive effect on
their confidence, innovation and creativity, they will be satisfied based on the work they are
rather than being proactive as transformational leaders. Zagorsek, Dimovski and Skerlavaj
(2009) mention that under transactional leadership, the relationship between employers and
employees is built by exchange. Transactional leader offers reward and punishment when
employees achieve the required tasks. Employees are not encouraged to subordinate personal
interests to the interests of the group. However, the employers will motivate the employees
by appealing to their own self-interest. According to Bass (as cited in MacKenzie, Podsakoff
and Rich, 2001), there are two forms of behavior in transactional leadership. They are
contingent reward and contingent penalization. Contingent reward will be given if employees
and other forms of punishment and it will be given if employees perform under the
expectations. For example, if leaders set a time limit for the task and employees can complete
the task on-time or ahead of time, contingent reward will be given. Otherwise, contingent
Leaders who perform transactional leadership can increase employees’ extrinsic job
satisfaction. According to Gerstner and Day (1997), the value of reward is directly
proportional to the quality and quantity of work. For example, if employees always perform
in high quality and they have high levels of royalty, they will receive highly valued reward,
such as promotion. Employers will motivate the employees by appealing to their own self-
interest rather than changing their self-concept or belief. As a result, employees are working
within the organizational culture under transactional leadership while they will change the
When compared to transformational leadership, transactional leadership will not change the
nature of the job. Also, employees will not achieve objectives through changing
organizational culture, higher ideals and adjusting their moral behavior. They achieve
objectives only through rewards and punishments which are the conditions of the job set by
the leaders. As employees exchange good performance for reward and like their job, they
actually like the reward from the job rather than the job itself. As a result, with the reward of
good performance, employees are satisfied with the condition of the job and it will increase
As both of the leadership styles will contribute to job satisfaction, we need to compare which
of them contribute more. According to the Initial Theoretical Model (Fig. 1) from Pillai,
between leaders and employees is defined as social exchange which is being outside the
economic contract. Employees will gain job satisfaction through the existence of procedural
justice and trust. Greenberg (as cited in Pillai, Schriesheim and Williams, 1999) believes that
procedural justice includes advancing the group solidarity for the long run. Employees are
encouraged to subordinate personal interests to the interests of the group and they share
similar values and belief. Also, employees are encouraged to share their creative ideas and
they are treated equitably under the existence of individualized consideration. As a result,
under transformational leadership, procedural justice will first be occur and leaders will then
gain employees’ trust which will contribute to the job satisfaction of employees.
In contrast, under transactional leadership, the relationship between leaders and employees is
defined as an economic exchange. Employees will gain job satisfaction through distributive
justice and trust. Konovsky and Pugh(as cited in Pillai, Schriesheim and Williams, 1999)
mention that distributive justice equals to the fairness of outcomes. Employees focus on the
outcomes rather than the procedures because their rewards will depend on their performance.
In this process, distributive justice will be important. If employees receive a clear expectation
from transactional leaders and understand what outcomes they may expect to receive for the
work they do, they will build trust with their leader. With the satisfaction of the reward,
extrinsic job satisfaction will be increased. However, Pillai et al. (1999) find that procedural
justice had higher correlation with trust than distributive justice did. It suggested that
procedural justice take a more important role on building trust. As Tyler and Degoegy (as
cited in Pillai, Schriesheim and Williams, 1999) linked trust with the sense of identity from
employees and their leaders. As transformational leader will share similar values and belief
with their employees, their sense of identity will be higher and a greater trust will be formed
between leaders and their employees. As a result, transformational will cause procedural
justice which have a relatively high contribution on trust and job satisfaction.
Figure 1. Initial Theoretical Model
weakening job satisfaction. Although employees may make effort to the tasks which offered
by transactional leader, there is a possibility that the performance does not reach the
expectation. The contingent penalization will occur in this case. When compared to
transformational leadership that employees can realize their creative idea without any
with the contingent reward, they need to bear the risk of contingent penalization when they
cannot reach the expectation. As a result, the conditions of the job are not only involved the
reward, but also the risk of having punishment. This risk may weaken the degree of extrinsic
job satisfaction.
leadership does. Both transactional and transformational leaders may be able build trust with
their employees and form job satisfaction of the employees. However, as their styles are
different, the contribution may also differ. For procedural justice from transformational
leadership, research has support its relative importance over the distributive justice from
contribute to the intrinsic job satisfaction of employees while the contingent penalization of
transactional leadership may weaken the degree of extrinsic job satisfaction. (1999 words)
References:
Bass, B.M. (1990). From transactional to transformational leadership: Learning to share the
vision. Organizational dynamics, 18(3), 19-31.
Bass, B.M., Avolio, B.J. (1995) Individual consideration viewed at multiple levels of analysis:
A multi-level framework for examining the diffusion of transformational leadership.
Leadership Quarterly, 6(2), 199-218.
Bass, B.M., Avolio, B.J., Jung, D.I., Berson, Y. (2003). Predicting unit performance by
assessing transformational and transactional leadership. Journal of Applied
Psychology, 88(2), 207-218.
Gerstner, C.R., Day, D.V. (1997). Meta-Analytic review of leader–member exchange theory:
Correlates and construct issues. Journal of applied psychology,82(6), 827-844.
Ge, C.X., Fu, J.L., Chang, Y., Wang, L. (2011). Factors associated with job satisfaction
among Chinese community health workers: a cross-sectional study. BMC Public
Health, 11(884). Retrieved from http://www.biomedcentral.com/1471-2458/11/884
Pillai, R., Schriesheim, C.A., Williams, E.S. (1999). Fairness Perceptions and Trust as
Mediators for Transformational and Transactional Leadership: A Two-Sample Study.
Journal of management, 25(6), 897-933.
Zhu, W.C., Wang, G., Zheng, X.M., Liu, T.X., Miao, Q.(2013). Examining the Role of
Personal Identification With the Leader in Leadership Effectiveness: A Partial
Nomological Network. Group & Organization Management, 38(1), 36-67