Exploring the Impact of Transformational Leadership on Affective Well-being and Self-efficacy

Running head: HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT
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Table of contents
Aim..................................................................................................................................................3
Hypothesis.......................................................................................................................................3
Problem analysis..............................................................................................................................3
Significance of the article................................................................................................................4
Theoretical model............................................................................................................................5
Data analysis....................................................................................................................................5
Description of the findings..............................................................................................................6
Reference list...................................................................................................................................9

2HUMAN RESOURCE MANAGEMENT
Aim
The aim of the research is to shed light on the effective influences of the transformational
leaders and their impact on the bringing the affective well-being of the followers. The article has
also focused on exploring the importance of self-efficiency.
Hypothesis
H0: A direct relationship does not exist between transformational leadership and positive
affective well-being, both cross-sectionally and over time.
H1: A direct relationship exists between transformational leadership and positive affective well-
being, both cross-sectionally and over time.
Problem analysis
In the competitive work culture, work stress and anxiety have become the major concerns
for the organizations. Due to improper implications of the transformational leadership practices,
it has been identified that the job related stress and health issues among the workers in the work
place have been increased (Nielsen and Munir 2009). In the article it has been mentioned that
depending on the positive meditational process, the work characteristics can be changed.
However, due to lack of understanding of the psychological mediating mechanisms, it has
become challenging to explore the responsible association of the individuals. By continuing this,
it can be said that due to lack of understanding of the self-efficiency, the relationship between the
leaders and the team members is getting affected, which is impacting negatively on the overall
performance. Improper relationship between the leaders and the team members, the overall
organizational performance and behavioral characteristics of the followers are being affected.
Analyzing the problem, it can be said that in this situation, it has become necessary for
developing the link between the transformational leader and followers so that the self-efficiency
can be increased. By continuing this it can be said that self- efficacy and its requirement have
been highlighted in this study, which have been considered as one of the important elements for
improving the organizational performance (Nielsen and Munir 2009). It is true that there is not
direct relation between the self-efficacy and transformational leadership, however, it is also true
that in order to bring the health and well-being in the workplace, both play the equal role.
Analyzing the problem in this study, it has been identified that due to improper understanding of