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El liderazgo transformacional, dimensiones e impacto en la cultura organizacional y eficacia de las empresas

Revista Facultad de Ciencias Económicas: Investigación y Reflexión, Vol. 14, Nº. 1, 2006, pags. 118-134 01/2007;
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ABSTRACT Este artículo tiene como propósito mostrar las dimensiones que conforman el liderazgo transformacional y cómo el ejercicio del mismo tiene impacto tanto en la cultura organizacional como en la eficacia de la organización, derivado éste de la dinámica de las interrelaciones que se dan entre el líder y el grupo en un contexto o situación determinada.

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    ABSTRACT: The interests of the organization and its members need to be aligned. Such is a task for the transformational leader. In contrast to the transactional leader who practises contingent reinforcement of followers, the transformational leader inspires, intellectually stimulates, and is individually considerate of them. Transformational leadership may be directive or participative. Requiring higher moral development, transformational leadership is recognized universally as a concept. Furthermore, contrary to earlier expectations, women leaders tend to be more transformational than their male counterparts. Although a six-factor model of transformational/ transactional leadership best fits a diversity of samples according to confirmatory factor analyses, whether fewer factors are necessary remains an open question. Another important research question that has only been partially answered is why transformational leadership is more effective than transactional leadership in a wide variety of business, military, industrial, hospital, and educational circumstances.
    European Journal of Work and Organizational Psychology 01/1999; 8:9-32. · 2.09 Impact Factor
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    01/1985; Free Press.
  • Multifactor Leadership Questionnaire. Third Edition Manual and Sampler Set. B Avolio, B Bass .

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