Leadership transformationnel et performance au travail : rôle médiateur de la motivation autonome des salariés dans un hôpital public sénégalais
DOI:
https://doi.org/10.1522/radm.no8.1850Keywords:
LeadershipAbstract
This research examines the relationship between the perception of transformational leadership, the autonomous motivation of employees and their performance at work. More specifically, it explores the mediating effect of autonomous motivation, considered to be the most suitable form of motivation for the development of a sustainable performance (Gagné et Deci, 2005; Gagné et Forest, 2009; Roussel et Fall, 2021). The data come from a survey of 158 workers, drawn through a convenience sampling, of a Senegalese public hospital. The results, from a structural equations approach and the test of the indirect effects, reveal that the perception of transformational leadership has an effect on the autonomous motivation of the agents, and on their job performance. However, it does not directly affect the contextual performance of the agents. On the other hand, the autonomous motivation of agents exerts a total mediating effect between the perception of a transformational leadership and contextual performance. However, it exerts only a partial mediating effect between transformational leadership and performance in the task.
References
Afsar, B., F., Badir, Y. et Bin Saeed, B. (2014). Transformational leadership and innovative work behaviour. Industrial Management & Data Systems, 114(8), 1270–1300. https://doi.org/10.1108/IMDS-05-2014-0152
Avolio, B. J., Bass, B. M. et Jung, D. I. (1999). Re-examining the components of transformational and transactional leadership using the Multifactor Leadership Questionnaire. Journal of Occupational and Organizational Psychology, 72(4), 441–462. https://doi.org/10.1348/096317999166789
Avolio, B. J. et Bass, B. M. (1991, 2024). The Full Range Leadership Development Programs: Basic and advanced manuals. Bass, Avolio Associates. https://info.insight-experience.com/best_leadership
Baron, R. M. et Kenny, D. A. (1986). The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51(6), 1173–1182. https://doi.org/10.1037/0022-3514.51.6.1173
Bass, B. M. (1985). Leadership and performance beyond expectations. Free Press. https://doi.org/10.1002/hrm.3930250310
Bilodeau, G., Gagnon, J. F., Austin, S., Fernet, C. et Trépanier, S. G. (2021). Sous quelles conditions de leadership les demandes au travail agissent-elles sur l’épuisement et la performance des employés? École de gestion de l’UQTR. https://depot-e.uqtr.ca/id/eprint/10057
Bono, J. E. et Judge, T. A. (2003). Self-concordance at work: Toward understanding the motivational effects of transformational leaders. Academy of Management Journal, 46(5), 554–571. https://doi.org/10.2307/30040649
Borman, W. C. et Motowidlo, S. J. (1993). Expanding the criterion domain to include elements of contextual performance. Dans N. Schmitt et W. C. Borman (dir.), Personnel Selection in Organizations. Jossey-Bass. https://digitalcommons.usf.edu/psy_facpub/1111
Campbell, J. P. (1990). Modeling the performance prediction problem in industrial and organizational psychology. Dans M. D. Dunnette et L. M. Hough (dir.), Handbook of industrial and organizational psychology (2e éd.). Consulting Psychologists Press. https://psycnet.apa.org/record/1993-97198-012
Charbonneau, D., Barling, J. et Kelloway, E. K. (2001). Transformational leadership and sports performance: The mediating role of intrinsic motivation’. Journal of Applied Social Psychology, 31(7), 1521–1534. https://doi.org/10.1111/j.1559-1816.2001.tb02686.x
Charbonnier-Voirin, A., El Akremi, A. et Vandenberghe, C. (2010). A multilevel model of transformational leadership and adaptive performance and the moderating role of climate for innovation. Group & Organization Management, 35(6), 699–726. https://doi.org/10.1177/1059601110390833
Charles–Pauvers, B., Commeiras, N., Peyrat-Guillard, D. et Roussel P. (2007). La performance individuelle au travail et ses déterminants psychologiques. Dans S. Saint-Onge et al. (dir.). Gestion des performances au travail (p. 97-150). De Boeck Supérieur.
Deci, E. L. et Ryan R. M. (1985). Intrinsic motivation and self-determination in human behavior. Plenum Press. https://link.springer.com/book/10.1007/978-1-4899-2271-7
Deci, E. L. et Ryan, R. M. (2000). The what and why of goal pursuits: Human needs and the self-determination of behaviour. Psychological Inquiry, 11(4), 227-268. https://doi.org/10.1207/S15327965PLI1104_01
Deci, E. L. et Ryan, R. M. (2008). Facilitating optimal motivation and psychological well-being across life‘s domains. Canadian Psychology, 49(1), 14-23. https://doi.org/10.1037/0708-5591.49.1.14
Deci, E. L., Olafsen, A. H. et Ryan, R. M. (2017). Self-determination theory in work organizations: The state of a science. Annual Review of Organizational Psychology and Organizational Behavior, 4(1), 19–43. https://doi.org/10.1146/annurev-orgpsych-032516-113108
Deci, E. L., Koestner, R. et Ryan, R. M. (2001). Extrinsic rewards and intrinsic motivation in education: Reconsidered once again. Review of Educational Research, 71(1), 1–27. https://doi.org/10.3102/00346543071001001
Doucet, O., Simard, G. et Tremblay, M. (2008). L’effet médiateur du support et de la confiance dans la relation entre le leadership et l’engagement. Relations industrielles/Industrial Relations, 63(4), 625–647. https://doi.org/10.7202/019540ar
DeGroot, T., Kiker, D. S et Cross, T. C. (2000). A meta-analysis to review organizational outcomes related to charismatic leadership. Canadian Journal of Administrative Sciences, 17(4), 356-372. https://doi.org/10.1111/j.1936-4490.2000.tb00234
Dussault, M., Valois, P et Frenette, É. (2007). Validation de l’échelle de leadership transformatif du directeur d’école. Psychologie du travail et des organisations, 13(2), 37-52. https://www.researchgate.net/publication/289676242
Dussault, M., Deschênes, A. A et Émeriau-Farges, C. (2019). Leadership transformationnel et citoyenneté organisationnelle au sein d’une équipe. Ad machina, 3(1), 99-107. https://doi.org/10.1522/radm.no3.1108
Elmoukhliss, M. (2018). Co-opétition et performance créative dans le crowdsourcing d’idée [thèse de doctorat inédite]. https://www.theses.fr/2018SACLE021
Fall, A. et Roussel, P. (2016). L’influence des primes ex-ante et des primes ex-post sur la motivation autonome au travail : le rôle médiateur de la satisfaction des besoins fondamentaux et de la justice organisationnelle perçue. Revue de gestion des ressources humaines, 3(101), 65-87. https://doi.org/10.3917/grhu.101.0065
Fall, A. et Roussel, P. (2014). Compensation and work motivation: Self-determination theory and the paradigm of motivation through incentives. Dans M. Gagné (dir.), The Oxford handbook of work engagement, motivation, and self-determination theory (p.199–217). Oxford University Press.
Fall, A., Roussel, P. et Roussillon, C.S. (2018). Rémunération et motivation des salariés – vers un changement de paradigme? Dans A. Stévenot et L. Guéry (dir.), Rémunération du travail : enjeux de gestion et débats de société. Economica.
Forest, J. et Mageau, G. (2008). La motivation au travail selon la théorie de l’autodétermination. Psychologie Québec, Dossier, 25(5), 33-36. http://www.mapageweb.umontreal.ca/mageaug/articles/
Gagné, M. et Deci, E. L. (2005). Self-determination theory and work motivation. Journal of Organizational Behavior, 26(4), 331–362. https://doi.org/10.1002/job.322
Gagné, M. et Forest, J. (2008). The study of compensation systems through the lens of self-determination theory: Reconciling 35 years of debate. Canadian Psychology, 49(3), 225-232. https://doi.org/10.1037/a0012757
Gagné, M., Morin, A. J. S., Schabram, K., Ni Wang, Z., Chemoli, E et Briand, M. (2019). Uncovering relations between leadership perceptions and motivation under different organizational contexts: A multilevel cross-lagged analysis. Journal of Business and Psychology. 35(6). https://doi.org/10.1007/s10869-019-09649-4
Gemeda, H. K. et Lee, J. (2020). Leadership styles, work engagement and outcomes among information and communications technology professionals: A cross-national study. Heliyon, 6(4), 2-10. https://doi.org/10.1016/j.heliyon.2020.e03699
Gillet, N. et Vallerand, R. J. (2016). Les effets de la motivation sur la performance sportive au regard de la théorie de l’autodétermination : vers une approche intra-individuelle [Effects of motivation on sport performance based on self-determination theory: Towards a person-centered approach]. Psychologie française, 61(4), 257–271. http://dx.doi.org/10.1016/j.psfr.2014.01.001
Igalens, J. et Roussel, P. (1998). Méthodes de recherche en gestion des ressources humaines. Éditions ÉCONOMICA. https://gallica.bnf.fr/ark:/12148/bpt6k33326262
Judge, T. A. et Bono, J. E. (2000). Five-factor model of personality and transformational leadership. Journal of Applied Psychology, 85(5), 751-765. https://doi.org/10.1037/0021-9010.85.5.751
Judge, T. A. et Piccolo, R. F. (2004). Transformational and transactional leadership: A meta-analytic test of their relative validity. Journal of Applied Psychology, 89(5), 755–768. https://doi.org/10.1037/0021-9010.89.5.755
Kuvaas, B., Buch, R. et Dysvik, A. (2016). Performance management: Perceiving goals as invariable and implications for perceived job autonomy and work performance. Human Resource Management, 55(3), 401-412. https://doi.org/10.1002/hrm.21680
Kuvaas, B., Buch, R., Gagné, M., Dyasvic, A. et Forest, J. (2016). Do you get what you pay for? Sales incentives and implications for motivation and changes in turnover intention and work effort. Motivation and Emotion 40(5), 667–680. http://doi.org/10.1007/s11031-016-9574-6
Lai, F. Y., Tang, H. C., Lu, S. C., Lee, Y. C. et Lin, C. C. (2020). Transformational leadership and job performance: The mediating role of work engagement. SAGE Open, 10(1), 1-11. https://doi.org/10.1177/2158244019899085
Lange Muzaliwa, J. B., Bayubasire Ishingwa, A. et Barhinjibanwa Kalembure Abraham, B. (2021). La motivation au travail et son impact sur la performance individuelle dans les entreprises publiques du Sud-Kivu, une étude appliquée à la DGDA. Revue internationale du chercheur, 2(2), 1294–1320. https://www.revuechercheur.com
Le Louarn, J. et Wills, T. (2011). L’évaluation de la gestion des ressources humaines. Éditions LIAISONS. https://www.eyrolles.com/Entreprise/Livre/
Ministère de la santé et de l’action sociale du Sénégal. (2011, 2020). Carte sanitaire du Sénégal, 2011. https://www.sante.gouv.sn/sites/default/files/cartesanonze.pdf
Motowidlo, S. J. (2003). Job performance. Dans W. C Borman, D. R. Ilgen, R. J. Klimoski (dir.), Handbook of pyschology, industrial and organizational psychology (vol. 12, p. 39-53). John Wiley & Sons, Inc.
Murphy, K. R. et Shiarella, A. H. (1997). Implications of the multidimensional nature of job performance for the validity of selection tests: Multivariate frameworks for studying test validity. Personnel Psychology, 50(4), 823–854. https://doi.org/10.1111/j.1744-6570.1997.tb01484.x
Niang, C. I. (2008). Santé, société et politique. Livret vert du Conseil pour le développement de la recherche en sciences sociales (CODESRIA).
O'Reilly, C. A. et Chatman, J. (1986). Organizational commitment and psychological attachment: The effects of compliance, identification, and internalization on prosocial behavior. Journal of Applied Psychology, 71(3), 492–499. https://doi.org/10.1037/0021-9010.71.3.492
Organ, D. W. (1988). Issues in organization and management series. Organizational citizenship behavior: The good soldier syndrome. Lexington Books/D. C. Heath and Com.
Organisation mondiale de la santé (2006). Rapport sur la santé dans le monde/Travailler ensemble pour la santé. https://apps.who.int/iris/handle/10665/43433
Piccolo, R. F. et Colquitt, J. A. (2006). Transformational leadership and job behaviors. The Mediating role of core job characteristics. Academy of Management Journal, 49(2), 327–340. https://doi.org/10.5465/AMJ.2006.20786079
Podsakoff, P. M., MacKenzie, S. B., Podsakoff, N. P. et Lee, J. Y. (2003). The mismeasure of man(agement) and its implications for leadership research. The Leadership Quarterly, 14(6), 615-656. https://doi.org/10.1016/j.leaqua.2003.08.002
Podsakoff, P. M, MacKenzie, S. B. et Bommer, W. H. (1996). Transformational leader behaviors and substitutes for leadership as determinants of employee satisfaction, commitment, trust, and organizational citizenship behaviors. Journal of Management. 22(2), 259-298. https://doi.org/10.1016/S0149-2063(96)90049-5
Podsakoff, P. M., MacKenzie, S. B., Moorman, R. H. et Fetter, R. (1990). Transformational leader behaviors and their effects on followers' trust in leader, satisfaction, and organizational citizenship behaviors. The Leadership Quarterly, 1(2), 107-142. https://doi.org/10.1016/1048-9843(90)90009-7
Reitter, R. (2012). Abraham Zaleznik : le leadership. Dans Encyclopédie de GRH (3e éd.). Vuibert.
Roussel, P. et Fall, A. (2021). Théorie de l’auto-détermination et recherche en management des ressources humaines. Dans R. Beaujolin et E. Oiry (dir.), Les grands courants en gestion des ressources humaines (p. 189-204). EMS.
Roussel, P., Durieu, F., Campoy, E. et Assaâd, E. A. (2002). Méthodes d’équations structurelles : recherche et applications en gestion. Economica.
Roussillon, C., Roussel, P., Charbonnier, A., Bentein, K. et Balkin, D. (2018). L’effet d’interaction des primes contingentes et de la motivation autonome sur la performance dans la tâche, contextuelle et adaptative. Revue de Gestion des Ressources Humaines, 109(3), 25-39. https://doi.org/10.3917/grhu.109.0025
Saint-Michel, S. et Wielhorski, N. (2011). Style de leadership, LMX et engagement organisationnel des salariés : le genre du leader a-t-il un impact? Revue @GRH, 1(1), 13-38. https://doi.org/10.3917/grh.111.0013
Shea, C. M. et Howell, J. M. (1999). Charismatic leadership and task feedback: A laboratory study of their effects on self-efficacy and task performance. The Leadership Quarterly, 10(3), 375–396. https://doi.org/10.1016/S1048-9843(99)00020-X
Shin, S. J. et Zhou, J. (2007). When is educational specialization heterogeneity related to creativity in research and development teams? Transformational leadership as a moderator. Journal of Applied Psychology, 92(6), 1709–1721. https://doi.org/10.1037/0021-9010.92.6.1709
Vansteenkiste, M., Simons, J., Lens, W., Sheldon, K. et Deci, E. (2004). Motivating learning, performance, and persistence: The synergistic effects of intrinsic goal contents and autonomy-supportive contexts. Journal of Personality and Social Psychology, 87(2), 246-260. https://doi.org/10.1037/0022-3514.87.2.246
Wang, G., Courtright, S. H. et Colbert, A. E. (2011). Transformational leadership and performance across criteria and levels: A meta-analytic review of 25 years of research. Group & Organization Management 36(2), 223–270. https://doi.org/10.1177/1059601111401017
Williams, J. L. et Anderson, S. E. (1991). Job satisfaction and organizational commitment as predictors of organizational citizenship and in-role behaviors. Journal of Management, 17, 601-617. http://dx.doi.org/10.1177/014920639101700305
Downloads
Published
Issue
Section
License
Copyright (c) 2024 Assane Ndao, Amar Fall
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.
