Transformational Leadership Research

Transformational leadership style with idea indicator, the influence of leader behavior, intellectual stimulation and a consideration of individual has a positive influence towards motivation. This leadership style has positive influence toward job satisfaction. (Risambessyet) job satisfaction has been studied in parallel with many aspects of work and in many work places and fields around the world, the employees has experienced job satisfaction as an outcome of leadership styles. In general, research results suggested that in organizations which are more flexible and adopted the management type in communication and employees reward the latter more likely to be satisfied which results in the organization’s success.(Jill, McKinnon et al. 2003)

According to this theory, stress may have positive or negative implications on the member in an organization.it depends on how the demands which evoke stress affect the personal growth development and to perform well. Demands may be sometime harmful or they can be appraised as challenge or opportunity. (Lazarus and Folkman 1984) This theory reconcile some positive and negative potentials.

We can define stress as a process set into motion whenever demands in the society or environment increases beyond individual’s resources. The demands are then consider as irrelevant or as an opportunity for personal growth, development and well- being.

The response to appraisal can be determined by a judgment whether an action can be taken or not to improve the stress situation by various mechanisms. a stressor framework was developed which determine different stressor relationship with different outcomes. In this framework, challenge stressors refer to

Job demands that present the potential for personal growth and rewards. Sometimes job demands that do not present the potential for personal growth and rewards and may actually affect growth or gains.(Crawford, LePine et al. 2010).

The overall function of an organization or institution consists of many dimensions that influence the processes of recruitment and management, as well as the relationships among

Bernard Bass’s conceptualizations of leadership and the measures developed to quantify leadership were based on the premise that leadership could either be transactional or transformational. However, for the purposes of this study, only transformational leadership was investigated, and it was suggested that transformational leadership would likely be the most predictive characteristic of an optimal leader. (Avolio, Bass et al. 1999) noted that transformational leaders embodied characteristics of being charismatic and influential in their ability to make employees do more than what was expected of them at