Abstract
Problem. The problem addressed in this research is to better understand the relationship between transformational leadership and leader behaviors, worker outcomes, and organizational outcomes during the management of complex organizational change in both public and private sector organizations. Purpose. The purpose of this study was to conduct a meta-analytic review of the literature in which transformational leadership has been empirically linked to leader efficacy while actively engaged in the management of complex organizational change. By conducting a meta-analysis of the literature on transformational leadership in both public and private sector organizations undergoing organizational change, the study seeks to explicate the dynamic relationship between transformational leadership, a critical element in successful management of change, and leader behaviors, worker outcomes, organizational outcomes, and organizational setting. Meta-analysis is a quantitative review methodology and its purpose is to resolve conflicting findings of multiple studies on the same topic by aggregating their results in a systematic fashion. Theoretical framework. The theoretical frameworks used as the basis for the conceptual construct of this study were Organizational Change Theory and Transformational Leadership Theory. Findings. Results of the meta-analysis suggest that transformational leadership is positively related to worker job satisfaction, worker commitment, and worker productivity, during organizational change in both public and private organizations. Results suggest that particular transformational leadership behaviors were not significantly different from each other, with the exception of job satisfaction, which suggests that they are part of the same overall construct of transformational leadership. Results also suggest that there is no significant difference in the outcomes of transformational leadership in public versus private sector organizations. The results of this study seem to allow sufficient optimism regarding the relationship between transformation leadership during the management of complex organizational change in both public and private sector organizations and important worker and organizational outcomes. Conclusions. It is concluded in this study that transformation leadership is highly effective and involves a complex web of activities that engage both leaders and followers who must respond to social, economic and technological trends of a competitive global market that is necessary for the survival of their organizations.