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Transformational Leadership Effects on Employee Engagement and Counterproductive Work Behavior's Influence As a Moderating Variable

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Transformational Leadership Effects on Employee Engagement and Counterproductive Work Behavior's Influence As a Moderating Variable Walden University ScholarWorks Walden Dissertations and Doctoral Studies Walden Dissertations and Doctoral Studies Collection 2020 Transformational Leadership Effects on Employee Engagement and Counterproductive Work Behavior's Influence as a Moderating Variable Cybil M. Johnson Walden University Follow this and additional works at: https://scholarworks.waldenu.edu/dissertations Part of the Organizational Behavior and Theory Commons This Dissertation is brought to you for free and open access by the Walden Dissertations and Doctoral Studies Collection at ScholarWorks. It has been accepted for inclusion in Walden Dissertations and Doctoral Studies by an authorized administrator of ScholarWorks. For more information, please contact [email protected]. Walden University College of Social and Behavioral Sciences This is to certify that the doctoral dissertation by Cybil Michelle Johnson has been found to be complete and satisfactory in all respects, and that any and all revisions required by the review committee have been made. Review Committee Dr. Derek Rohde, Committee Chairperson, Psychology Faculty Dr. Terri Lyon, Committee Member, Psychology Faculty Dr. Brian Cesario, University Reviewer, Psychology Faculty Chief Academic Officer and Provost Sue Subocz, Ph.D. Walden University 2020 Abstract Transformational Leadership Effects on Employee Engagement and Counterproductive Work Behavior’s Influence as a Moderating Variable by Cybil Johnson MA, Fairleigh Dickinson University, 2010 BS, Fairleigh Dickinson University, 2009 Dissertation Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Philosophy Industrial and Organizational Psychology Walden University May 2020 Abstract Many organizations have the daunting task of dealing with counterproductive work behavior (CWB) at various levels in the workplace. This study sought to examine if transformational leadership (TFL) has an impact on employee engagement (EE) and if CWB has a moderating influence on this relationship in the U.S. Postal Service. This study’s intent was to address a gap in the literature regarding CWB exhibited by employees and the positive intentions of TFL on EE. A quantitative study was conducted utilizing an anonymous online survey to assess the relationship among employees of the U.S. Postal Service. The study was conducted using 107 research participants employed in the postal service by utilizing the Interpersonal Conflict Scale, Instrumental Leadership Scale, and the Job Crafting Scale. A correlation analysis was conducted to analyze the relationship between TFL and EE. A multiple regression analysis was performed to assess CWB’s impact as a moderator on the relationship between TFL and EE. The findings from this study exhibit that there is a positive correlation between TFL and EE, also that CWB moderates the positive intentions of this relationship. This study contributes to the current literature by addressing CWB as a moderator of the positive intentions of TFL to increase EE in the postal service. The results of this study may assist management in addressing CWB by employing positive psychological tools such as TFL to increase EE in government organizations. Transformational Leadership Effects on Employee Engagement and Counterproductive Work Behavior’s Influence as a Moderating Variable by Cybil Johnson MA, Fairleigh Dickinson University, 2010 BS, Fairleigh Dickinson University, 2009 Dissertation Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Philosophy Industrial and Organizational Psychology Walden University June 2020 Dedication I dedicate this dissertation to my husband for his patience, support and endless words of encouragement. During the times that I felt I couldn’t complete it, you were there to pick me up and help me see that despite my downfalls, there was more in me than I believed in myself. Acknowledgments First and foremost, I would like to thank God, for giving me the strength to get through all my illnesses and for giving me the courage and endurance to achieve such a high honor. I would like to thank my Chair Dr. Derek Rohde for being so very patient with me through the continuous up and downs and being a wonderful mentor for me at times when I felt a bit discouraged about my work. I would also like to thank my Committee Dr. Terri Lyon who has been incredibly patient and thorough from the beginning and challenged me to give her my best before becoming my Committee member (I’ll never forget that!) I appreciate you for that! I would also like to thank my advisor Greg Murphy since the beginning of my Doctoral journey you kept me focused even through the rough times when I had to start all over again. You are very well appreciated, Greg. I would like to thank my mom for all the financial and emotional support you have given me because without you I would not be here receiving my third degree. I love you for your never-ending support. I’d like to thank my husband for his undying love, continued support and encouragement. I would like to thank my sister Stacy, my brother Elliott, my daughter Ariana, who has special needs and my eldest daughter Kayana, who is graduating from law school, for all of your support. I also want to thank my dad for all of his encouraging words. Last but certainly not least I would like to thank my closest friends Camelle (my rock), Jackie (my ace) and all my closest friends and family members for your support throughout this journey. Words cannot express how grateful I am for your continued faith in me and all my hard work. Table of Contents List of Tables ..................................................................................................................... vi List of Figures ................................................................................................................... vii Chapter 1: Introduction to the Study ....................................................................................1 Introduction ....................................................................................................................1 Background of the Study ...............................................................................................2 Counterproductive Work Behavior ..........................................................................3 Transformational Leadership Explained ..................................................................4 Employee Engagement Defined ..............................................................................6 Organizational Culture ...................................................................................................7 Problem Statement .........................................................................................................8 Purpose of the Study ......................................................................................................9 Research Question(s) and Hypotheses .........................................................................10 Conceptual Foundation ................................................................................................11 Definition of Key Terms ..............................................................................................12 Assumptions .................................................................................................................14 Limitations ...................................................................................................................14 Nature of the Study ......................................................................................................15 Significance of the Study ...................................................................................................16 Summary and Transition ..............................................................................................19 i Chapter 2: Literature Review .............................................................................................21 Introduction ..................................................................................................................21 Implications for Concern .......................................................................................21 Literature Research Intentions ...............................................................................22 Literature Search Strategy............................................................................................22 Walden Database Resources ..................................................................................22 External Literature Resources ................................................................................23 Literature Review.........................................................................................................24 Counterproductive Work Behavior ..............................................................................25 Causes of CWB .....................................................................................................25 Lack of Leadership Structure .................................................................................27 Differences in CWB in Organizations ...................................................................28 CWB in Federal Agencies .....................................................................................28 Costs Associated with CWB ..................................................................................29 Social Implication
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