Transformational leadership and optimal functioning at work: On the mediating role of employees' perceived job characteristics and motivation

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Supervisory coaching and performance feedback as mediators of the relationships between leadership styles, work engagement, and turnover intention (2018, unknown): “Thus far, the literature has shown that transformational leadership is linked to job resources (Fernet et al. 2015; Gillet and Vandenberghe 2014).”
Job Demands–Resources Theory: Taking Stock and Looking Forward (2017, background): “Expanding these findings, Fernet, Trépanier, Austin, Gagné, and Forest (2015) showed that transformational leadership results in fewer job demands (cognitive, emotional and physical demands) and more job resources (e.g., participation in decision-making, job recognition and quality of…”
Self-Determination Theory Can Help You Generate Performance and Well-Being in the Workplace: A Review of the Literature (2018, background): “Highquality transformational behaviors have been found to facilitate the satisfaction of employees’ psychological needs (Kovjanic, Schuh, & Jonas, 2013), promote autonomous regulation, as well as decrease controlled regulation (Fernet et al., 2015).”
Multiple levels in job demands-resources theory: implications for employee well-being and performance (2018, unknown): “Similarly, Fernet, Trépanier, Austin, Gagné, and Forest (2015) investigated the impact of leadership on follower performance in their study among nurses and school principals.”