English Abstract
Abstract:
The main objective of the research is to investigate the impact of transformational leadership innovation on employees’ performance and job satisfaction in a gas company in the Kingdom of Bahrain. The design of the study is a relational research that adopted a quantitative approach using a questionnaire as a tool for collecting the main data. The research depended on the descriptive analysis methodology. The study population consisted of approximately 1000 employees of the gas company in Bahrain. The sample surveyed contained 300 respondents. Because of the current conditions of social distancing, the questionnaire was sent and collected electronically using the www.googleforms.com website. The data collected were processed using two statistical programs: MS Excel and SPSS. The findings of the research showed that four dimensions of transformational leadership innovation—idealized influence, intellectual stimulation, individual consideration, and innovation—have a statistically significant impact on employees’ performance, as the p value for all of them is 0.000. However, the results of the regression test showed that inspirational motivation has no statistical effect on employees’ performance, as the p value is .801. In addition, the results of testing the impact of transformational leadership innovation on job satisfaction showed that all the independent variables have a statistical impact on employees’ satisfaction, as all the p values are 0.000. Furthermore, the results of the ANOVA test showed that there are statistically significant differences between employees’ opinions about the impact of transformational leadership innovation on performance and satisfaction due to the employees’ demographic variables (job, age, gender, education, and experience). For the theoretical implications, the study added another important theoretical aspect—namely, linking transformational leadership with innovation—and measured its impact on both performance and job satisfaction, finding a positive statistical impact. The study can help other HR researchers in obtaining a theoretical understanding of the research variables. Furthermore, regarding the practical implications, implementing the recommendations of the study will positively affect performance and satisfaction in private and public companies and organizations. The study has limitations due to Covid-19 pandemic, thus the study couldn’t use the interview tool. Moreover, there is a shortage in studies discussing leadership innovation. The originality and value of the study is embedded in the results that shows the positive impact of leadership innovation on satisfaction and performance. The study recommended applying transformational leadership innovation in companies as it proved to have a high impact on both performance and satisfaction. It also recommended providing workshops for leaders to direct their attention to the different dimensions of transformational leadership and how to turn these dimensions’ principles into practical procedures in everyday operational practices. Moreover, the study recommended providing workshops for leaders clarifying the importance of inspirational motivation as an effective transformational leadership dimension as it proved to have no impact on job performance. The study also recommended introducing innovative ways in leadership styles, and these innovative procedures should be presented to leaders in private and public companies so that they can improve and enrich performance, satisfaction, and other variables.
Keywords: Transformational leadership, idealized influence, inspirational motivation, intellectual stimulation, individual consideration, and leadership innovation, employees’ performance and job satisfaction.
