Transformational Leadership and Employee’s Performance: A Novel Explanation through Theoretical Triangulation


  • Faheem Ahmad Khan 1Assistant Professor, Department of Management Sciences, COMSATS University Islamabad, Wah Cantt, Pakistan
  • Muhammad Adeel MS Scholar, Department of Commerce & Finance, Government College University, Lahore, Pakistan
  • Mehma Qudsia MS Scholar, Department of Management Sciences, COMSATS University Islamabad, Wah Cantt, Pakistan
  • Arslan Ahmad Siddiqi General Manager, Institute of Industrial and Control System, Karachi, Pakistan.



Work Meaningfulness, Transformational Leadership Style, Work Engagement, Employee Performance


Purpose: This research aims to add to the current knowledge in the realm of Transformational Leadership style and its effect on Employee Performance in the telecommunication sector, as previous studies suggest that there is ambiguity in the measurement of direct effects.

Design/Methodology/Approach: A research model was developed based on the self-concept theory, Social learning theory and Social exchange theory. Data were obtained from a sample of 270 operational-level employees from five telecommunication firms using a stratified random sampling technique. Statistical Package for the Social Sciences (SPSS) version 22.0 and Analysis of Moment Structure (AMOS) version 22.0 were used for the data analysis.

Findings: The results showed that the transformational leadership style has a significant and positive effect on employee performance. In addition, the results indicate that both the mediators i.e. (work meaningfulness and work engagement) partially mediate the relationship between transformational leadership and employee performance. Therefore, it is concluded that transformational leadership is the most appropriate leadership style in the telecom sector that could enhance employees’ performance through work meaningfulness and work engagement.

Implications/Originality/Value: The findings of the study led to three potential practical implications. First, organizations must conduct training programs to develop and promote transformational leadership style in managers. Second, a manager needs to understand employees’ meaningful work perception influence their performance significantly and they should enhance meaning in their work environment. Third and last, cultivating employee engagement is another important strategy to enhance employees’ performance at work.


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How to Cite

Khan, F. A., Adeel, M. ., Qudsia, M. ., & Siddiqi, A. A. . (2023). Transformational Leadership and Employee’s Performance: A Novel Explanation through Theoretical Triangulation. Pakistan Journal of Social Sciences, 43(4), 539-553.