TY - JOUR
T1 - CEO transformational leadership and organizational outcomes
T2 - The mediating role of human-capital-enhancing human resource management
AU - Zhu, Weichun
AU - Chew, Irene K.H.
AU - Spangler, William D.
N1 - Funding Information:
This study was funded by and jointly conducted with the Singapore Human Resources Institute (SHRI), a professional institute for both academicians and practitioners in the HRM discipline. We administered a total of 1050 questionnaires to senior HR executives and CEOs of selected firms drawn from the Singapore Exchange Listing. We asked HR managers to respond to items related to CEO leadership behavior and human capacity-enhancing HRM. We asked CEOs to respond to the items related to organizational performance. We collected additional objective absenteeism data and sales from company records. Thus, we collected data from three different sources to reduce common method variance ( Podsakoff, MacKenzie, Lee, & Podsakoff, 2003; Rousseau, 1985 ).
PY - 2005/2
Y1 - 2005/2
N2 - Using a field survey and company data of 170 firms in Singapore, we tested an integrated theoretical model relating CEO transformational leadership (TL), human-capital-enhancing human resource management (HRM), and organizational outcomes, including subjective assessment of organizational performance, absenteeism, and average sales. We found that human-capital-enhancing HRM fully mediates the relationship between CEO transformational leadership and subjective assessment of organizational outcomes and partially mediates the relationship between CEO transformational leadership and absenteeism. We discuss practical and theoretical implications.
AB - Using a field survey and company data of 170 firms in Singapore, we tested an integrated theoretical model relating CEO transformational leadership (TL), human-capital-enhancing human resource management (HRM), and organizational outcomes, including subjective assessment of organizational performance, absenteeism, and average sales. We found that human-capital-enhancing HRM fully mediates the relationship between CEO transformational leadership and subjective assessment of organizational outcomes and partially mediates the relationship between CEO transformational leadership and absenteeism. We discuss practical and theoretical implications.
UR - http://www.scopus.com/inward/record.url?scp=14044272738&partnerID=8YFLogxK
UR - http://www.scopus.com/inward/citedby.url?scp=14044272738&partnerID=8YFLogxK
U2 - 10.1016/j.leaqua.2004.06.001
DO - 10.1016/j.leaqua.2004.06.001
M3 - Article
AN - SCOPUS:14044272738
VL - 16
SP - 39
EP - 52
JO - Leadership Quarterly
JF - Leadership Quarterly
SN - 1048-9843
IS - 1
ER -