An investigation of path-goal and transformational leadership theory predictions at the individual level of analysis

By C. Schriesheim, Stephanie L. Castro, X. Zhou, Leslie A. DeChurch. 2006

134 citations recorded by the source corpus.

Subfields: General Health Professions, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/f589ed5e15061fdf2099cd0c68d82bca890982c7

How researchers see this paper

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

In General Health Professions

1. Stein Amundsen
2. Ø. Martinsen

In Organizational Behavior and Human Resource Management

1. A. Puni
2. E. Asamoah
3. I. Mohammed
4. Joseph E. Justin
5. I. Isaacs
6. David Naranjo-Gil
7. P. Perego
8. Adie Shariff

In Sociology and Political Science

1. Robert P. Vecchio
2. C. Pearce
3. F. Hartmann
4. Yau-De Wang
5. Wen-Chuan Sung
6. K. Dogan

Citations in the corpus

• The utility of transactional and transformational leadership for predicting performance and satisfaction within a path-goal theory framework (2008, background): “The findings of the present study are worth contrasting with those of the prior study by Schriesheim et al. (2006), with particular focus on the differences in the results of the two studies given methodological differences and how the studies varied with respect to location.”
• The relationship between transformational leadership behaviors, psychological, and training outcomes in elite military recruits☆ (2010, background): “…previous research with regard to the conceptualization and measurement of transformational leadership behaviors (e.g., Podsakoff et al., 1990; Schriesheim et al., 2006), the predictive properties of transformational leadershipbehaviors (e.g., Barlinget al., 1996;Basset al., 2003;Podsakoff et…”
• The Effects of Leadership Styles and Use of Performance Measures on Managerial Work-Related Attitudes (2010, methodology): “According to the path–goal theory of leadership, an important objective for leaders is to positively influence the subordinates’ expectancy to achieve organizational goals (e.g. Wofford and Liska, 1993; House, 1996; Yukl, 2005; Schriesheim et al., 2006).”
• Managing employee innovative behaviour through transformational and transactional leadership styles (2018, unknown): “However, this hypothesis is seldom tested, and the sparse literature arrives at different conclusions (Schriesheim et al. 2006; Wang et al. 2011).”