In addition, Transactional leadership style is more preferable in improving employee performance to reach optimal organizational performance.īass, B.M., 1996, From Transactional to transformational Leadership: Learning to Share the Vision, Organizational Dynamic, 1990, dalam Steers, Porter & Bigley, Motivation and leadership at Work, McGraw Hill International 6th Edition.īass, B.M., 1997, The Ethics of Transformational Leadership, Academy of Leadership Press, 1997 (dalam 6 Nopember 2004)īass, B., dan Avolio, BJ., 2004, Improving Leadership Effectiveness through Transformational Leadership, California, USA 7 Sage.īass, B., 2005, Leadership and Performance Beyond Expectations.
Based on these studies, it was recommended that the principal should apply a combination of both Transformational and Transactional leadership styles in accordance with the situation and the nature of the particular task assigned to the employee. The result of the transactional leadership style on job satisfaction was negative, while job satisfaction had a very significant influence on subordinate performance.
The transformational leadership style had a significant influence on job satisfaction. The results showed that the transformational leadership style did not have a significant influence on subordinate performance while transactional one influenced positively. Structural Equation Modeling (SEM) analysis was used to analyze the data. The number of samples was 110 respondents(teachers and school employees). The study was conducted at SMK Muhammadiyah Pakem and SMK Muhammadiyah 1 Also we want to analyze the effect of job satisfaction as a mediating role. The purpose of this study is to investigate whether transformational and transactional leadership styles have an impact on subordinate performance.
0 kommentar(er)
