A Liderança Transformacional e o seu Impacto na Motivação

Abstract

The main objective of this research was to analyze the relationship between transformational leadership, motivation and the perceived performance of employees, considering generational differences, comparing generation Z professionals with the rest. Based on the literature, a theoretical model was constructed which proposes that transformational leadership is positively associated with intrinsic and extrinsic motivation, as well as task and contextual performance, and negatively associated with counterproductive behavior and amotivation. The study followed a quantitative approach, using a questionnaire and a sample of 210 workers from different generations. The results revealed that transformational leadership is positively related to task performance and intrinsic and extrinsic motivation and negatively related to counterproductive behavior and amotivation. However, no significant association was found between transformational leadership and contextual performance. The data showed that generation Z perceives transformational leadership more positively than previous generations, has higher task performance, but lower levels of extrinsic motivation, especially in the integrated and identified dimensions. These results suggest the need to adapt leadership styles to the specific expectations and motivations of each generation, especially generation Z, with a view to promoting more motivating work environments that are adjusted to the new dynamics of the labor market. The results are discussed in the light of the main theoretical contributions, and the conclusions, limitations of the study and avenues for future research are presented.