Transformational-transactional leadership styles and follower's regulatory focus: Fit reduces followers' turnover intentions

Melvyn R. W. Hamstra; Nico W. Van Yperen; Barbara Wisse; Kai Sassenberg

doi:10.1027/1866-5888/a000043

Transformational-transactional leadership styles and follower's regulatory focus: Fit reduces followers' turnover intentions

Melvyn R. W. Hamstra^*, Nico W. Van Yperen, Barbara Wisse, Kai Sassenberg

^*Corresponding author for this work

Research output: Contribution to journal › Article › Academic › peer-review

84 Citations (Scopus)

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Abstract

Individuals' willingness to remain in their organizations contributes to workforce stability and organizational effectiveness. Working from the notion that different leadership styles encourage followers to self-regulate in distinct ways, we propose regulatory fit between leadership styles and followers' self-regulatory preferences may reduce followers' turnover intentions. Corroborating our reasoning, a survey study showed transformational leadership reduced turnover intentions for highly promotion-focused followers, whereas transactional leadership reduced turnover intentions for highly prevention-focused followers. Thus, tailoring leadership to followers' self-regulatory preferences may contribute to workforce stability and organizational effectiveness.

Original language	English
Pages (from-to)	182-186
Number of pages	5
Journal	Journal of Personnel Psychology
Volume	10
Issue number	4
DOIs	https://doi.org/10.1027/1866-5888/a000043
Publication status	Published - 2011

Keywords

regulatory fit
regulatory focus
leadership styles
turnover intentions
PREVENTION
PERCEPTION
PROMOTION
PERSONALITY
COMMITMENT
MODEL

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title = "Transformational-transactional leadership styles and follower's regulatory focus: Fit reduces followers' turnover intentions",

abstract = "Individuals' willingness to remain in their organizations contributes to workforce stability and organizational effectiveness. Working from the notion that different leadership styles encourage followers to self-regulate in distinct ways, we propose regulatory fit between leadership styles and followers' self-regulatory preferences may reduce followers' turnover intentions. Corroborating our reasoning, a survey study showed transformational leadership reduced turnover intentions for highly promotion-focused followers, whereas transactional leadership reduced turnover intentions for highly prevention-focused followers. Thus, tailoring leadership to followers' self-regulatory preferences may contribute to workforce stability and organizational effectiveness.",

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AB - Individuals' willingness to remain in their organizations contributes to workforce stability and organizational effectiveness. Working from the notion that different leadership styles encourage followers to self-regulate in distinct ways, we propose regulatory fit between leadership styles and followers' self-regulatory preferences may reduce followers' turnover intentions. Corroborating our reasoning, a survey study showed transformational leadership reduced turnover intentions for highly promotion-focused followers, whereas transactional leadership reduced turnover intentions for highly prevention-focused followers. Thus, tailoring leadership to followers' self-regulatory preferences may contribute to workforce stability and organizational effectiveness.

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KW - PROMOTION

KW - PERSONALITY

KW - COMMITMENT

KW - MODEL

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JO - Journal of Personnel Psychology

JF - Journal of Personnel Psychology

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ER -

Transformational-transactional leadership styles and follower's regulatory focus: Fit reduces followers' turnover intentions

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