Hypothesis 1. The Factors of Transformational Leadership Will Positively Predict Subordinate
Hypothesis 1. The Factors of Transformational Leadership Will Positively Predict Subordinate
At the heart of the transformational leadership model is the notion that transformational leaders
motivate their followers to commit to and realize performance outcomes that exceed their
expectations.
Bass elaborated on three principal leadership processes which are involved in achieving such
outcomes:
(a) these leaders heighten followers' awareness about the importance and value of
designated goals and the means to achieve them,
(b) they induce followers to transcend their self-interests for the good of the collective and
its goals, and
(c) they stimulate and meet their followers' higher order needs through the leadership
process and the mission. Transformational leadership has a positive effect on various
outcomes at individual, dyad, group, and organization levels
Hypothesis 2. The factors of the nurturant–task leadership model will positively predict subordinate
performance
The NT (Nurturant Task) leader model incorporates a combination of leadership styles and suggests
that an ideal leader in India is both nurturing and task oriented. NT leaders are warm and
considerate, show affection, care for their subordinates, and are committed to their growth.
However, their nurturance is contingent on the subordinate's task accomplishment.
Sinha (1995) identified the following characteristics which might influence leader effectiveness in
India.
Hypothesis 3. RDO leadership model factors, derived from the content analysis of interview data,
will positively predict subordinate performance.
we collected interview data for the development of a RDO leadership model grounded in the cultural
and organizational context of the research site, i.e., specific to the RDO organization.
an increased use of qualitative research methods that probe more deeply into particular
organizational contexts. Such research will often be susceptible to criticism for lack of internal
validity, but when coupled with experimentation and survey methods, these methods can provide a
powerful basis for theory building and programmatic hypothesis testing
A local organization-specific leadership model, labeled as the RDO leadership model, developed in
this research addresses both of these concerns as the model is grounded in the cultural and
organizational context of the research site and assessed via qualitative methods.
Hypotheses 1 through 3 are necessary but not sufficient to establish the effect of each theory and
associated set of factors on subordinate performance. The first three hypotheses test for the total
effects, i.e. how much of performance variance is explained by one leadership model. The various
factors of these leadership models, however, may be correlated with each other.
Hypothesis 4a. Given the nurturant–task leadership model and the RDO leadership model, the
addition of transformational leadership will significantly increase the prediction of subordinate
performance.
Hypothesis 4b. Given transformational leadership and the RDO leadership model, the addition of
nurturant–task leadership model will significantly increase the prediction of subordinate
performance.
Hypothesis 4c. Given transformational leadership and the nurturant–task leadership model, the
addition of the RDO leadership model will significantly increase the prediction of subordinate
performance.
DISCUSSION:
The effectiveness of the RDO leadership model might be rooted in its ability to incorporate the
unique context of the organization. The research site is an organization which deals with social
changes. The ability to deal with local communities may sensitize the organizational members to the
importance of context