Develop a transformational leadership style

Oct 13, 2025 by talynt.org 54 views

The Influence of Transformational Leadership Style and Work Attachment to Organizational Citizenship Behavior to the Head of the Tirtanadi Housing Office Headquarters Province of North Sumatra Province

Introduction

In today's fast-paced and competitive business environment, organizations are constantly seeking ways to improve their performance and achieve their goals. One key factor that can contribute to an organization's success is the behavior of its employees, particularly their organizational citizenship behavior (OCB). OCB refers to the voluntary actions taken by employees that go beyond their job responsibilities and contribute to the organization's overall performance. In this study, we aim to investigate the influence of transformational leadership style and work attachment on OCB among employees of the Tirtanadi Perumda Head Office in North Sumatra Province.

The Importance of Transformational Leadership Style

Transformational leadership style is a leadership approach that focuses on inspiring and motivating employees to achieve their full potential. Leaders who exhibit transformational leadership style tend to encourage creativity, innovation, and collaboration in the workplace, creating a positive work climate. In the context of the Tirtanadi Perumda, the leader who applied this style succeeded in building trust and commitment among employees. With the support and recognition of the leader, employees feel valued, which in turn increases their OCB, such as helping colleagues and contributing more beyond their work responsibilities.

The Role of Work Attachment

Work attachment is a crucial factor in creating a productive work environment. Employees who feel emotionally bound to their work are usually more enthusiastic and motivated to contribute. In Perumda Tirtanadi, the results showed that employees have a high level of work attachment. This is an important capital in creating a collaborative and supportive work culture. High work attachment not only improves individual performance but also contributes to overall organizational performance.

Organizational Citizenship Behavior and Employee Performance

Organizational citizenship behavior (OCB) is very important for the success of an organization. Employees who show this behavior tend to be more productive, collaborate well, and have the initiative to improve the work process. In the context of the Tirtanadi Perumda, an increase in OCB can lead to better operational efficiency and service to the community. Therefore, it is essential for management to continue to encourage and create an environment that supports this behavior, both through appropriate policies and employee development programs.

The Relationship Between Transformational Leadership Style, Work Attachment, and OCB

The results of this study show that there is a significant influence between transformational leadership style and work attachment on OCB. This suggests that leaders who exhibit transformational leadership style and employees who have high work attachment are more likely to demonstrate OCB. Furthermore, the study found that transformational leadership style has a direct influence on OCB, while work attachment has an indirect influence on OCB through its relationship with transformational leadership style.

Conclusion

This study emphasizes the importance of transformational leadership style and work attachment in shaping OCB among employees. By optimizing these two factors, Perumda Tirtanadi can not only increase OCB but also achieve better and sustainable employee performance. Management needs to take strategic steps to maintain and improve leadership style and create an effective involvement program to support future organizational growth.

Recommendations

Based on the findings of this study, the following recommendations are made:

Develop a transformational leadership style: Leaders should strive to develop a transformational leadership style that inspires and motivates employees to achieve their full potential.
Foster a positive work climate: Leaders should create a positive work climate that encourages collaboration, innovation, and creativity.
Improve work attachment: Employees should be encouraged to develop a sense of work attachment by providing opportunities for growth and development, recognizing and rewarding their contributions, and fostering a sense of community and belonging.
Encourage OCB: Management should continue to encourage and support OCB by providing opportunities for employees to contribute to the organization's success and recognizing and rewarding their efforts.

Limitations of the Study

This study has several limitations that should be noted. Firstly, the study was conducted in a single organization, which may limit the generalizability of the findings. Secondly, the study relied on self-reported data, which may be subject to biases and limitations. Finally, the study did not control for other factors that may influence OCB, such as organizational culture and employee demographics.

Future Research Directions

Future research should aim to replicate this study in other organizations and contexts to increase the generalizability of the findings. Additionally, future research should explore other factors that may influence OCB, such as organizational culture and employee demographics. Finally, future research should investigate the long-term effects of transformational leadership style and work attachment on OCB and employee performance.

References

Bass, B. M. (1985). Leadership and performance beyond expectations. New York: Free Press.
Podsakoff, N. P., MacKenzie, S. B., & Bommer, W. H. (1996). Transformational leader behaviors and substitutes for leadership as determinants of employee satisfaction, commitment, and organizational citizenship behaviors. Journal of Management, 22(2), 259-298.
Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87(4), 698-714.

Appendix

The appendix includes the following:

Questionnaire: The questionnaire used to collect data from employees.
Data analysis: The data analysis procedures used to analyze the data.
Results: The results of the data analysis, including the means, standard deviations, and correlations between variables.
Discussion: The discussion of the results, including the implications of the findings and recommendations for future research.
Frequently Asked Questions (FAQs) about the Influence of Transformational Leadership Style and Work Attachment on Organizational Citizenship Behavior

Q: What is transformational leadership style?

A: Transformational leadership style is a leadership approach that focuses on inspiring and motivating employees to achieve their full potential. Leaders who exhibit transformational leadership style tend to encourage creativity, innovation, and collaboration in the workplace, creating a positive work climate.

Q: What is work attachment?

A: Work attachment is a crucial factor in creating a productive work environment. Employees who feel emotionally bound to their work are usually more enthusiastic and motivated to contribute.

Q: What is organizational citizenship behavior (OCB)?

A: OCB refers to the voluntary actions taken by employees that go beyond their job responsibilities and contribute to the organization's overall performance.

Q: How does transformational leadership style influence OCB?

A: The results of this study show that transformational leadership style has a direct influence on OCB. Leaders who exhibit transformational leadership style tend to inspire and motivate employees to achieve their full potential, which in turn increases their OCB.

Q: How does work attachment influence OCB?

A: The results of this study show that work attachment has an indirect influence on OCB through its relationship with transformational leadership style. Employees who have high work attachment are more likely to demonstrate OCB when they are led by a leader who exhibits transformational leadership style.

Q: What are the implications of this study for organizations?

A: The findings of this study suggest that organizations can increase OCB by developing a transformational leadership style and fostering a positive work climate. Additionally, organizations can encourage work attachment by providing opportunities for growth and development, recognizing and rewarding employees' contributions, and fostering a sense of community and belonging.

Q: What are the limitations of this study?

A: This study has several limitations that should be noted. Firstly, the study was conducted in a single organization, which may limit the generalizability of the findings. Secondly, the study relied on self-reported data, which may be subject to biases and limitations. Finally, the study did not control for other factors that may influence OCB, such as organizational culture and employee demographics.

Q: What are the future research directions for this study?

A: Future research should aim to replicate this study in other organizations and contexts to increase the generalizability of the findings. Additionally, future research should explore other factors that may influence OCB, such as organizational culture and employee demographics. Finally, future research should investigate the long-term effects of transformational leadership style and work attachment on OCB and employee performance.

Q: What are the practical implications of this study for managers and leaders?

A: The findings of this study suggest that managers and leaders can increase OCB by developing a transformational leadership style and fostering a positive work climate. Additionally, managers and leaders can encourage work attachment by providing opportunities for growth and development, recognizing and rewarding employees' contributions, and fostering a sense of community and belonging.

Q: What are the implications of this study for employee development and training programs?

A: The findings of this study suggest that employee development and training programs should focus on developing employees' skills and abilities, providing opportunities for growth and development, and fostering a sense of community and belonging. Additionally, employee development and training programs should aim to increase employees' work attachment and OCB.

Q: What are the implications of this study for organizational culture and climate?

A: The findings of this study suggest that organizational culture and climate play a crucial role in influencing OCB. Organizations should strive to create a positive work climate that encourages collaboration, innovation, and creativity. Additionally, organizations should foster a sense of community and belonging among employees to increase their work attachment and OCB.

Q: What are the implications of this study for employee engagement and motivation?

A: The findings of this study suggest that employee engagement and motivation are crucial factors in influencing OCB. Organizations should strive to create a positive work climate that encourages collaboration, innovation, and creativity. Additionally, organizations should foster a sense of community and belonging among employees to increase their work attachment and OCB.