Abstract:
Work engagement is the positive, fulfilling, work-related state of mind characterized by vigour,
dedication and absorption which is vital for an organization to gain a competitive advantage through
its workforce. The leadership style is one of the determinants which can influence the work
engagement level of the follower. Therefore, this study examines the effect of transformational
leadership on follower work engagement in the manufacturing industry.
Transformational leadership is the inspirational leadership aimed at motivating subordinates to
achieve organizational goals while at the same time emphasizing the importance of subordinate wellbeing
and need for fulfillment. Transformational leadership was measured through idealized
influence, inspirational motivation, intellectual stimulation, individualized consideration of the leader
toward the follower. Further, the study examines whether the relationship between transformational
leadership and follower work engagement is moderated by follower characteristics.
Data were collected from 342 followers in the manufacturing industry in Sri Lanka using a selfadministered
questionnaire. Transformational leadership was assessed using the Multifactor
Leadership Questionnaire (Form 5X) while the work engagement was assessed using the Utrecht
Work Engagement Scale. Furthermore, follower characteristics were measured using the scale that
was adapted from the scale developed by Dvir and Shamir (2003). The simple regression analysis was
used to test the significance of the impact of transformational leadership on follower work
engagement and the moderated multiple regression analysis was used to test the moderating effect of
follower characteristics on this relationship. The results of the study revealed that there is a significant
relationship between transformational leadership on work engagement of followers of manufacturing
industry and the follower characteristics moderate the positive relationship between these two
variables. Thus, when follower characteristics are more positive, transformational leadership has a
more positive effect on follower work engagement. The implications of the findings and possible
directions for future research are discussed.
