Deck 14: Transformational Leadership

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.

Answer 1

False

Question 2

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

Answer 2

False

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.

Answer 3

True

Question 4

Vision is not important to the leadership dimension.

Question 5

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

Question 6

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

Question 7

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

Question 8

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

Question 10

Findings suggest that nothing can be done to minimize the 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.

Question 12

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

Question 14

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

Question 15

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

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.

Question 17

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

Question 18

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

Question 19

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

Question 21

The _____ theory,by Hui Wang,Kenneth S.Law,RickD.Hackett,Duanxu Wang,and Zhen Xiong Chen,provide insight into the relationship between transformational leadership and follower performance and citizenship behaviors.

A)transactional leadership
B)vision
C)intellectual stimulation
D)leader-member exchange

Question 22

The work of researchers like House,Bass,and others are grounded on the belief that transformational or charismatic behaviors _____ the impact of transactional leader behaviors on employee outcome variables.

A)cancel
B)augment
C)determine
D)lessen

Question 23

Withdrawal behaviors can be greatly minimized by developing collective efficacy through _____ leadership.

A)trustworthy
B)transcendental
C)transactional
D)transformational

Question 24

The _____ perspective attempts to explain individual,group,and organizational performance outcomes by identifying and examining specific leader behaviors directly related to them.

A)leader-based
B)relationship-based
C)relationship-focused
D)leader-focused

Question 25

The hierarchical multiple regression technique,used to test the direct and indirect effect of transformational leadership,supported the hypothesis - _____ mediates the relations between transformational leadership and job satisfaction.

A)motivation
B)collective efficacy
C)charisma
D)individualized consideration

Question 26

The _____ component of transformational leadership involves communicating a vision with fluency and confidence,increasing optimism and enthusiasm,and giving pep talks to energize others.

A)simulation
B)collective efficacy
C)charisma
D)inspiration

Question 27

An individual's assessment of his or her groups' collective capability to perform job-related behaviors is referred to as _____.

A)group efficacy
B)group thinking
C)collective efficacy
D)collective reasoning

Question 28

Research studies have consistently revealed that _____ leadership is positively related to work outcomes.

A)transformational
B)authoritative
C)supportive
D)dominant

Question 29

The role of collective efficacy in mediating the relations between transformational leadership and followers' work-related outcomes,as examined by Walumbwa,Wang,Lawler,and Shi,is based on data collected from:

A)Chinese and Indian financial firms.
B)European law firms.
C)Australian financial firms.
D)Japanese law firms.

Question 30

Charismatic leadership,a key component of transformational leadership,involves:

A)communicating a vision with fluency and confidence.
B)giving pep talks to energize others.
C)encouraging others to look at old methods in new ways.
D)gaining respect,trust,and confidence of others.

Question 31

_____ allows transformational leaders to help their followers recognize their (followers') capabilities,which then provides a basis for elevating each follower's needs and performance to higher than expected levels.

A)Simulation
B)Charisma
C)Collective efficacy
D)Individualized consideration

Question 32

Which component of transformational leadership involves giving personal attention to all individuals,making each individual feel valued,and recognizing each individual's contribution as important?

A)Individualized consideration
B)Intellectual stimulation
C)Inspiration
D)Charisma

Question 33

_____ behaviors are founded on an exchange process in which the leader provides rewards in return for the subordinate's effort.

A)Empathic
B)Transformational
C)Transactional
D)Charismatic

Question 34

Transformational leaders can help followers develop a better understanding of what needs to be done to be successful and thus reduce withdrawal behaviors by:

A)stressing more on the use of intelligence rather than creativity by the followers.
B)giving personal attention to high performers and neglecting the under performers.
C)encouraging followers to think about the obstacles confronting them in their jobs.
D)transmitting the organization's target among the followers.

Question 35

Leadership researchers Walumbwa,Wang,Lawler,and Shi,see transformational leadership producing its outcomes through a ___________ effect.

A)transformational
B)situational
C)group-level
D)relational

Question 36

Collective efficacy _____ mediates the contribution of transformational leadership to organizational commitment.

A)completely
B)seldom
C)partially
D)often

Question 37

The _____ perspective focuses explicitly on how one-on-one reciprocal social exchanges between leader and follower evolve.

A)leader-based
B)relationship-based
C)organization-focused
D)employee-focused

Question 38

An examination of the aggregate effects of the set of transformational leader behaviors on the set of organizational citizenship behaviors indicates that:

A)transformational leader behaviors have direct effects on OCBs.
B)transformational leader behaviors influence both employee trust and satisfaction.
C)transformational leader behaviors have no indirect effects on OCBs.
D)employee satisfaction influence OCBs while employee trust does not.

Question 39

_____ is a situational factor that can have substantial impact on collective efficacy.

A)Leadership
B)Workers' compensation
C)Working hours
D)Management

Question 40

Which of the following theories uses group norm as the yardstick for measuring individual self worth in relation to other out-group members?

A)Self-efficacy theory
B)Self-concept theory
C)Self-sacrifice theory
D)Self-identification theory

Question 41

Which of the following is NOT a stage that LMX develops through?

A)Buddy
B)Stranger
C)Partner
D)Acquaintance

Question 42

The theory premised on notions of role making,social exchange,reciprocity,and equity is _____.

A)OCB
B)internalization
C)LMX
D)task performance

Question 43

A form of currency in the social exchange between leader and follower,as well as a means of fulfilling obligations for reciprocity,is _____.

A)OCB
B)internalization
C)LMX
D)task performance

Question 44

What are the six key behaviors associated with transformational leaders?

Question 45

Explain briefly the four behaviors associated with transformational leadership as suggested by Yukl.

Question 46

On the basis of leadership researcher Bandura's argument,explain the impact of collective efficacy on followers' work related outcomes.

Question 47

Explain the link between transformational leadership and work outcomes as established by leadership researcher Bass.

Question 48

Compare and contrast transactional leaders with transformational leaders.

Question 49

The transformational leadership literature has primary focus on ____________ leader behaviors.

A)intelligent
B)performance enhancing
C)transactional
D)OCB

Question 50

Which of the following statements about organizational citizenship behaviors has been hypothetically tested to be true?

A)OCB is typically compensated and not discretionary.
B)Individuals performing OCB do not show altruisism.
C)There is a negative correlation between OCB and task performance.
D)OCB has a significant influence on the in-role performance of employees.