Writing Assignment #3 The Multiple-Source Synthesis Essay: Literature Review Summary of Assignment Task: The multiple-source essay asks you to synthesize the arguments of at least 10 sources Format: APA Sources: a total of at least 10 sources, all of which should be from scholarly journals or credible trade journals. You should find your sources through library searches. If you cite sources from websites or popular journals, these sources should be in addition to the 10 sources you have cited from scholarly or trade journals. Topic: Please use the same topic that you used for writing assignments #1 and #2. It is recommended that you focus on or expand on the essay that you wrote for writing assignment #2. You will continue with the topic you have selected and will conduct additional searches in the library databases, hopefully, focusing on the topic more, and determining the 10 or more sources to use in this essay. Please note that this is a review of the literature on a topic. It is not a persuasive essay using sources to support a point. Rather it is an overview of the current research on a topic. Integration of Sources: At least eight sources must be cited in the body of the essay. You may cite sources in your introduction to help you define terms, and you may cite sources in your conclusion to help you direct the reader to further inquiry. However, the body of the essay should synthesize at least 8 sources. Strategies for Developing the Topic for this Essay Up to this point in the semester, you have completed an annotated bibliography on your chosen topic. You have also incorporated and synthesized six sources into writing assignment #2. The work you have completed for these assignments provides a solid foundation for writing assignment #3. In this assignment, you will synthesize the ideas of at least 10 sources in a synthesis essay, or literature review. For your annotated bibliography, you selected a topic based on your interests and, potentially, your major. You constructed a list of five references and summarized and critically analyzed them in words each. You then completed the six-source essay and synthesized sources. Through this process, you may have seen patterns in the scholarly literature in the topic on which you conducted research. For example, consider the following examples: You may have researched studies in criminal justice and found that there are varying opinions on how to respond to criminal behavior among youth. You may have researched studies in psychology and found that counseling strategies for victims of domestic abuse tend to fall into four categories. You may have researched articles on gerontology and found studies that answered three basic questions on how older adults respond to training for physical performance. You may have researched articles on environmental management and found studies on climate change. You noticed that various demographic factors influence whether individuals believe in climate change and, if so, whether they believe it is caused by human activity. In the synthesis essay, you will focus your research efforts in a particular area, as a response to what you found while writing the annotated bibliography and in constructing the six-source essay. You will then conduct more research and synthesize your findings in this literature review. Please note that the annotated bibliography and the six-source essay represent a journey in your research. You might decide to disregard several of the articles you analyzed in the critical annotated bibliography or in the following essay because they do not speak to the specific area on which you have decided to write your multiple-source literature review. You might select one article that you analyzed in the critical annotated bibliography, look up the articles cited in that article, and "snowball" your research in that way. In other words, this process is a recursive one. You might find reasons to hone in on and narrow your topic even further after you have written the annotated bibliography. For these reasons, you are strongly encouraged to write on the same general topic on which you wrote writing assignment #2. You might focus on the topic more for writing assignment #3. Or you might expand on the topic for writing assignment #3. How to organize the multiple-source essay: You will divide the essay into categories. Each category will be labeled with a heading. For you to see this concept with a real-life example, you can access a sample synthesis or literature review from a psychology student that you can find in Week 7 Content/Resources under PSYCHSample_LitReview. The student authors her paper on the following topic: Emotional Eating: The Perpetual Cycle of MoodFood Influence. She divides her literature into the following categories, which are used as headings throughout the paper: Influence of Mood on Eating Behavior Gender Differences Influence of Eating Behavior on Later Moods Chronic Stress Response Network Notice how she synthesizes and integrates the research into distinct categories, labeled by headings. Strategies for Developing Categories When you have focused on your topic, determine how you will divide the literature. In other words, consider the following examples we described above: You may have researched studies in criminal justice and found that there are varying opinions on how to respond to criminal behavior among youth. You might divide the paper as follows: Introduction Body Category 1: "A" view on responding to criminal behavior. Category 2: "B" view on responding to criminal behavior. Category 3: "C" view on responding to criminal behavior. Category 4: "D" view on responding to criminal behavior. Conclusion You may have researched studies in psychology and found that counseling strategies for victims of domestic abuse tend to fall into four categories. You might divide the paper as follows: Introduction Body Category 1: "A" counseling strategy for victims of child abuse Category 2: "B" counseling strategy for victims of child abuse Category 3: "C" counseling strategy for victims of child abuse Category 4: "D" counseling strategy for victims of child abuse Conclusion You may have researched articles on gerontology and found studies that answered three basic questions on how older adults respond to training for physical performance. You might divide the paper as follows: Introduction Body Question 1 Question 2 Question 3 Conclusion You may have researched articles on environmental management and found studies on climate change. You noticed that various demographic factors influence whether individuals believe in climate change and, if so, whether they believe it is caused by human activity. You might divide the paper as follows: Introduction Body Political affiliation and its impact on belief in climate change Socio-economic status and its impact on belief in climate change Religious and other influences on belief in climate change Conclusion Point of view For this essay, you will use a third-person point of view. Please do not use the first person point of view (e.g., "I," "me," "we") in writing this essay. In addition, please do not use a second-person point of view ("you" or "your") in writing this essay. For example, instead of "Smith argues that, as a director, you have a duty to coordinate cybersecurity efforts..." you would write, "Smith argues that directors have a duty to coordinate cybersecurity efforts..." APA Style The paper should be formatted in APA style. The link "APA 7th edition example student paper" from Week 3 will be a helpful resource. In summary, you should observe the following: Use one-inch margins. Double space. Use size 12 Times New Roman font. Include a running head. Include page numbers. Include a title page. Include a "References" page on which you list the articles in APA style

Analysis of Transformational and Transactional Leadership: Research Study Findings

Michaela J. Hodge

University of Maryland Global Campus

WRTG 391: Advance Research Writing

Professor Tatum

Introduction

Many studies show that leadership style is a critical factor influencing employee performance and satisfaction across various organizational settings. As a result, leadership approaches can impact organizational culture, employee motivation, productivity, and overall job satisfaction. How leaders interact with their teams can lead to varied outcomes, making understanding the nuances of different leadership styles imperative. This essay synthesizes arguments from six scholarly articles to explore how leadership styles impact employee performance and satisfaction, examining various perspectives, research methods, opinions, and conclusions.

Transformational Leadership and Employee Outcomes

James MacGregor Burns first introduced transformational leadership as a concept in 1978. Burns described it as a process where leaders and their followers raise one another to higher levels of morality and motivation. Bernard M. Bass, who expanded on Burns' ideas and provided a more detailed understanding of transformational leadership, further developed the theory in the 1980s. Bass identified four key components of transformational leadership: idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration (Bass, 1985).

Results of research on transformational leadership is one of the most extensively studied leadership styles due to its significant positive impact on employee performance and satisfaction. According to a study by Crawford(2003), transformational leaders inspire and motivate their followers by creating a vision, encouraging innovation, and fostering an environment of trust and respect. Crawford points out that reported transformational leadership could lead to a 21% increase in follower satisfaction and a 33% increase in follower performance. This leadership style is associated with higher levels of intrinsic motivation among employees, which directly translates to improved performance and job satisfaction. The authors argue that transformational leadership enhances employee engagement and commitment and improves organizational outcomes.

Similarly, Birasnav(2013) found that transformational leadership positively influences employee satisfaction and performance through intellectual stimulation and individualized consideration. Transformational leaders can enhance job satisfaction and productivity by challenging employees to think creatively and providing personalized support. The study suggests that transformational leadership enforces a positive work environment where employees feel valued and empowered.

Research Findings on Transactional Leadership and Employee Performance

Research findings highlight the difference between transformational leadership and transactional leadership, which focuses on clear structures, rewards, and penalties to manage employee performance. Transactional leadership theory, first described by Max Weber in 1947 and later expanded by Bernard Bass in the 1980s, is based on a system of rewards and penalties to manage followers. Interest in transactional leadership has persisted for several reasons: clear structure and expectations, measurable performance, risk management, and foundation for other leadership.

Susetyo(2022) highlights that while transactional leadership can effectively manage tasks and ensure compliance, more is needed to enhance employee satisfaction significantly. In his study, Susetyo uses quantitative data to support his analysis of transactional leadership. Susetyo's quantitative data reveals several key findings: a positive correlation with task performance, operational efficiency, and short-term goal achievement. This leadership style emphasizes the exchange between leader and follower, where compliance with instructions is rewarded, and deviations are penalized. While this approach can lead to high-performance levels in routine tasks, it may not inspire long-term employee commitment or innovation.

Quddus(2020) further explores the impact of transactional leadership on employee performance and satisfaction. Their findings indicate that transactional leadership can effectively achieve short-term goals and maintain operational efficiency. However, the lack of emphasis on employee development and intrinsic motivation may result in lower job satisfaction and engagement. Combining transactional leadership with elements of transformational leadership could provide a more balanced approach to managing employee performance and satisfaction.

Empirical Results on The Role of Leadership in Employee Well-Being

Interest in transformational leadership has grown significantly over the past few decades. Research consistently shows that transformational leadership is associated with numerous positive outcomes, including higher levels of employee performance, satisfaction, and commitment. As previously mentioned, studies by Crawford(2003) and Birasnav(2013) highlight how transformational leadership improves organizational performance by enforcing a positive work environment and motivating employees to achieve higher performance levels. Employee well-being is an essential aspect of job satisfaction and overall performance. Birasnav emphasizes this leadership style through a study that argues supportive leadership behaviors, such as providing feedback, recognizing achievements, and creating a positive work environment, are crucial for enhancing employee well-being. Specifically, Birasnav's study indicates that transformational leadership leads to a 15-25% increase in job satisfaction and a 20-30% improvement in performance. Leaders who prioritize employee well-being can reduce stress, increase job satisfaction, and improve performance.

Khassawneh(2022) supports this argument by highlighting the mediating role of employee well-being in the relationship between leadership style and performance. Khassawneh's research indicates that leaders demonstrating empathy, support, and encouraging work-life balance contribute to higher employee satisfaction and performance levels. The study promotes the importance of considering employee well-being as a critical factor in leadership effectiveness.

Study Outcomes on Path-Goal Theory and Work Group Effectiveness

Path-goal theory suggests that leaders can enhance employee performance and satisfaction by clarifying goals, providing direction, and removing obstacles. Suharto (2020) examines the impact of different path-goal leadership styles on work group effectiveness and turnover intention. Their findings indicate that directive leadership involves setting clear expectations and guidelines and can improve task performance and reduce turnover intention. However, more than directive leadership may stifle creativity and reduce job satisfaction. According to a recent study by Suharto, supportive leaders who show concern for employee well-being and involve them in decision-making tend to foster higher job satisfaction and performance levels. Participative leadership, which encourages employee input and collaboration, is positively associated with job satisfaction and performance (p.323). The study concludes that leaders must adapt their style to their employees' needs and preferences to maximize effectiveness.

Suharto continues to investigate the impact of leadership styles on employee satisfaction and performance in digital transformation. The digital era has introduced new challenges and opportunities for leadership in organizations. Research highlights that digital leadership, which involves leveraging technology to enhance communication, collaboration, and innovation, is crucial for maintaining employee engagement and performance in a rapidly changing environment. The study suggests that leaders who embrace digital tools and encourage a culture of continuous learning and adaptation can significantly improve employee satisfaction and performance.

Quddus(2020) suggests a different perspective by examining the role of ethical leadership in the digital era. Ethical leaders who demonstrate integrity, fairness, and transparency can build employee trust and loyalty, leading to higher satisfaction and performance. The study argues that moral leadership is critical in the digital age, where privacy, data security, and ethical use of technology are prevalent. Leaders prioritizing ethical considerations can create a positive work environment and enhance employee satisfaction.

Conclusion

The research evidence shows that the impact of leadership styles on employee performance and satisfaction is a multifaceted topic encompassing various perspectives, research methods, and conclusions. Transformational leadership is consistently associated with higher levels of employee satisfaction and performance, while transactional leadership is effective in achieving short-term goals but may not inspire long-term commitment. The well-being of employees is a critical factor in leadership effectiveness, with supportive and participative leadership styles contributing to higher job satisfaction and performance. The path-goal theory offers valuable insights into how leaders can adapt their styles to meet the specific needs of their employees. In the digital era, digital and ethical leadership are essential for maintaining employee engagement and performance. These findings emphasize the importance of understanding the nuanced effects of different leadership styles and adapting them to employees' needs and preferences. By doing so, leaders can create a positive work environment that encourages high satisfaction and performance, ultimately contributing to the organization's success.

References

Birasnav, M., Rangnekar, S., & Dalpati, A. (2013). Transformational leadership and human capital benefits: The role of knowledge management. Leadership & Organization Development Journal, 34(5), 410-432. https://doi.org/10.1108/LODJ-10-2011-0105

Crawford, E. R., LePine, J. A., & Rich, B. L. (2003). Linking job demands and resources to employee engagement and burnout: A theoretical extension and meta-analytic test. Journal of Applied Psychology, 88(5), 881-892.https://doi.org/10.1037/0021-9010.88.5.881

Khassawneh, Osama, & Elrehail, Hamzah. (2022). The effect of participative leadership style on employees' performance: The contingent role of institutional theory.Administrative Sciences,12(4), 1-13.https://doi.org/10.3390/admsci12040195

Longshore, J. M. (1987). "Leadership and Performance Beyond Expectations," Bernard M. Bass (Book Review) [Review of"Leadership and Performance Beyond Expectations," Bernard M. Bass (Book Review)].The Academy of Management Review,12(4), 756-. Academy of Management.

Quddus, A., & Burki, U. (2020). Ethical leadership in the digital age: Challenges and opportunities. Journal of Business Ethics, 162(3), 509-523.https://doi.org/10.1007/s10551-018-4016-2

Susetyo Darmanto, & Yan Supriyadi. (2022). DEVELOPMENT OF EMPLOYEE PERFORMANCE MODEL BASED ON TRANSACTIONAL LEADERSHIP, COMPETENCY, AND JOB SATISFACTION.Jurnal Aplikasi Manajemen,20(2). https://doi.org/10.21776/ub.jam.2022.020.02.18

Suharto, S. (2020). Digital leadership and employee performance: A study in the digital era. Journal of Business Research, 110(2), 320-330.https://doi.org/10.1016/j.jbusres.2020.02.039