Question 1

Researchers Kark and Shamir pointed out that charismatic leaders are able to build greater collective identification in what's important for the group to consider and accomplish successfully.

Accepted Answer

False

Question 2

According to theoretical and empirical research,transformational leader behaviors influence followers' citizenship behaviors directly,but not indirectly.

Accepted Answer

Transformational leader behaviors influence followers' citizenship behaviors both directly and indirectly, often through mediating variables such as trust, motivation, and job satisfaction.

Question 3

Some of the preliminary research on transformational leadership has been primarily conceptual in nature,focusing on the identification of the key transformational behaviors,and the development of theories of their antecedents and consequences.

Accepted Answer

The statement is true.

Question 4

Vision is not important to the leadership dimension.

Accepted Answer

Vision is a crucial aspect of leadership. It involves having a clear and compelling idea of the future that the leader wants to create and communicating that vision effectively to others. This helps to align people's efforts and motivate them towards achieving common goals. Therefore, vision is an important aspect of leadership.

Question 5

Transformational leaders are less effective than their purely transactional counterparts in enhancing follower receptivity.

Accepted Answer

This statement is false. Research has consistently shown that transformational leaders are more effective than purely transactional leaders in enhancing follower receptivity, motivation, and performance. Transformational leaders use inspiration, vision, and personal connections to create a sense of shared purpose and commitment among followers, leading to higher levels of engagement and productivity.

Question 6

Followers are not passive "role recipients"; they may reject,embrace,or renegotiate roles prescribed by their leaders.

Accepted Answer

Followers have agency and can actively choose to accept or reject the roles prescribed by their leaders, or negotiate for different roles or expectations.

Question 7

Kelman's typology of social influence processes provides a theoretical basis for expecting a positive relationship between transactional leadership and task performance.

Accepted Answer

The answer of Kelman's typology of social influence processes provides...

Question 8

Research findings have shown that transformational leadership is negatively related to withdrawal behaviors.

Accepted Answer

Transformational leadership has been found to have a significant negative relationship with employee withdrawal behaviors such as absenteeism, turnover, and tardiness. This is because transformational leaders inspire their employees to work towards a common purpose and feel valued, leading to higher levels of engagement and job satisfaction, which in turn reduces withdrawal behaviors.

Question 9

Leadership researchers Fred O.Walumbwa,Peng Wang,John Lawler,and Kan Shi demonstrate that transformational leadership leads to an increase in the strength of the collective efficacy among the transformational leader's followers.

Accepted Answer

Transformational leadership is found to increase the strength of collective efficacy among followers according to the study conducted by Fred O. Walumbwa, Peng Wang, John Lawler, and Kan Shi.

Question 10

Findings suggest that nothing can be done to minimize the withdrawal behaviors of workers.

Accepted Answer

This statement is false. Research has shown that various strategies such as improving job satisfaction, providing support and recognition, and creating a positive work environment can help minimize withdrawal behaviors of workers.

Question 11

Transformational leaders employ innovative techniques to approach problems which motivate their followers to become more involved in their duties.

Accepted Answer

Transformational leaders use creative thinking and problem-solving techniques that inspire their followers to do the same. They encourage their team to take ownership of their work and foster a sense of drive and purpose in accomplishing their goals.

Question 12

The self-concept theory suggests a negative association between transformational leaders and collective efficacy.

Accepted Answer

The self-concept theory actually suggests a positive association between transformational leaders and collective efficacy. This is because transformational leaders inspire and motivate their followers to work towards a common goal, which can increase the belief in the group's ability to achieve success (i.e. collective efficacy).

Question 13

It is reasonable to expect that factors other than collective efficacy may mediate the relationship between transformational leadership and work attitudes.

Accepted Answer

While collective efficacy is an important factor in the relationship between transformational leadership and work attitudes, it is possible that other factors may also have a mediating effect on this relationship. These factors could include things like communication processes, organizational culture, and individual personality traits. Therefore, it is reasonable to expect that collective efficacy is not the only mediator in this relationship.

Question 14

Empirical evidence suggests that transformational leader behaviors are negatively related to employees' satisfaction,self-reported effort,and job performance.

Accepted Answer

Empirical evidence actually suggests that transformational leader behaviors are positively related to employees' satisfaction, self-reported effort, and job performance.

Question 15

Empirical evidence suggests that transformational leadership is positively related to work outcomes.

Accepted Answer

Empirical evidence, which is based on observation or experience rather than theory or conjecture, supports the idea that transformational leadership is associated with better work outcomes. This includes increased job satisfaction, higher motivation, better employee well-being, and improved performance.

Question 16

An examination of the individual effects of leader behaviors on OCBs revealed that intellectual simulation has a negative impact on both trust and satisfaction,especially in the short run.

Accepted Answer

The statement is true as per the given information.

Question 17

Work outcomes refer to each individual's assessment of his or her group's collective capability to perform job-related behaviors.

Accepted Answer

Work outcomes typically refer to the results or consequences of an individual's work performance, not the assessment of a group's collective capability.

Question 18

Transformational leaders are able to influence their followers by connecting followers' self-concept to the mission of the group.

Accepted Answer

Transformational leaders inspire and motivate their followers by creating a shared vision and values that are aligned with followers' personal goals and self-concept. This connection to a higher purpose helps followers feel a sense of ownership and commitment to the group's goals, which in turn leads to increased performance and productivity.

Question 19

The leader-member exchange theory provides insight into the relationship between transformational leadership and follower self-efficacy and group cohesiveness.

Accepted Answer

The leader-member exchange theory focuses on the quality of the relationship between leaders and followers, not specifically on transformational leadership or its effects on self-efficacy and group cohesiveness.

Question 20

Intellectual stimulation is giving personal attention to all individuals,making each individual feel valued,and recognizing each individual's contribution as important.

Accepted Answer

Intellectual stimulation is a leadership approach that encourages innovation and creative problem-solving by challenging followers' beliefs and encouraging them to think in new and different ways. It does not specifically refer to giving personal attention or recognizing individual contributions, which are aspects more closely related to individualized consideration.

Quiz 14: Transformational Leadership