The role of transformational leadership in enhancing organizational innovation: Hypotheses and some preliminary findings

By D. Jung, Chee W. Chow, Anne Wu. 2003

1,622 citations recorded by the source corpus.

Subfields: Marketing, Organizational Behavior and Human Resource Management, Strategy and Management

View Paper: https://www.semanticscholar.org/paper/61edc2f1a9a8e38efcd28d2e3f58894ba4215870

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Citations in the corpus

Leadership and Public Service Motivation in U.S. Federal Agencies (2008, background): “Research has found that leaders who show these four behaviors are able to ‘‘realign their followers’ values and norms, promote both personal and organizational changes, and help followers to perform beyond their initial performance expectations specified in the implicit or explicit exchange agreemen”
Effect of green transformational leadership on green creativity: A study of tourist hotels (2016, background): “A transformational leader could develop creativity among employees by stimulating and motivating the followers in the direction of higher levels of performance as well as encouraging them to think in a creative way (Jung et al., 2003; Sarros, Cooper, & Santora, 2008).”
Leveraging transformational and transactional leadership to cultivate the generation of organization-focused ideas (2015, background): “Transformational and transactional leadership and organization-focused idea generation Leadership behavior has been recognized as one of the most critical factors influencing idea generation in a working context (George, 2007; Jung et al., 2003; Mumford, Scott, Gaddis, & Strange, 2002).”
Measurement of Transformational Leadership and its Relationship with Team Cohesion and Performance Level (2009, background): “These types of issues have led some researchers to use global measures of transformational and transactional leadership (eg, Jung, Chow, & Wu, 2003 ), and some a reduced set of factors (eg, Beauchamp, Welch, & Hulley, 2007 ).”
Transformational leadership, innovative work behavior, and employee well-being (2013, background): “…can grow in this cultivated ambience because this type of culture is supported through the process of encouraging team members to question their assumptions, approach old problems in new ways, or reframe problems in the light of the newly integrated organization’s challenges (Jung et al. 2003).”