Transformational-transactional leadership styles and followers’ regulatory focus: Fit reduces followers’ turnover intentions.

By Melvyn R. W. Hamstra, Nico W. Van Yperen, B. Wisse, Kai Sassenberg. 2011

145 citations recorded by the source corpus.

Individuals' willingness to remain in their organizations contributes to workforce stability and organizational effectiveness. Working from the notion that different leadership styles encourage followers to self-regulate in distinct ways, we propose regulatory fit between leadership styles and followers' self-regulatory preferences may reduce followers' turnover intentions. Corroborating our reasoning, a survey study showed transformational leadership reduced turnover intentions for highly promotion-focused followers, whereas transactional leadership reduced turnover intentions for highly prevention-focused followers. Thus, tailoring leadership to followers' self-regulatory preferences may contribute to workforce stability and organizational effectiveness.

Subfields: Applied Psychology, Management, Monitoring, Policy and Law, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/5f644f6cc1db41093cdebc66825fa09fb5165899

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Applied Psychology

1. A. Hill
2. C. Wallace
3. Mickey B. Smith
4. Jim A. McCleskey
5. Paul D. Johnson
6. Robert A. Baron
7. İlhami Yücel
8. Keith M. Hmieleski

In Organizational Behavior and Human Resource Management

1. A. Hill
2. C. Wallace
3. Paul D. Johnson
4. Mickey B. Smith
5. Jim A. McCleskey
6. Moza T. Al-Nahyan
7. Robert A. Baron
8. Amrik S. Sohal

Citations in the corpus

• Transformational Leadership and Turnover Intentions: The Mediating Role of Employee Performance during the COVID-19 Pandemic (2021, background): “Transformational leadership, for example, moderates the correlation between turnover and emotional exhaustion (Green et al. 2013) and decreases the fit between leadership styles and followers’ self-regulation preferences (Hamstra et al. 2011).”
• Change management through leadership: the mediating role of organizational culture (2017, background): “In their research, Hamstra et al. (2011) discovered that in organizations where goals are achieved, leaders adopted both transactional and transformational styles to ensure productivity and effective change management.”
• A Review of Multilevel Regulatory Focus in Organizations (2015, background): “Brockner, Higgins, and Low (2004) provided a framework for understanding how RFT can help clarify key aspects of the entrepreneurial process.”
• Situational , Transformational , and Transactional Leadership and Leadership Development (2014, background): “Hamstra et al. (2011) discussed several implications of the study including the idea that tailoring specific leadership behaviors or styles to followers prefer self-regulatory orientation may improve employee retention, organizational stability, and the engagement of followers.”