Transformational Leadership and Affective Commitment to Change

Second, they exploit intellectual stimuli, accept innovative problem solutions and challenge employees to challenge the situation (Bass, 1985; Bass, Avolio, Jung & Berson, 2003). Therefore, these leaders should influence subordinate response to organization change in a positive way (Bass & Riggio, 2006; Groves, 2005). In the era of change, change leadership is important. Because these leaders can attract followers and motivate them to support change (Herold, Fedor, Caldwell, and Liu, 2008).

Transformational leadership is a leadership theory that leaders cooperate with teams to identify necessary changes, create a vision that leads change through inspiration, and carry out the change with faithful members of the team, full-fledged It is an integral part of a leadership model. . Transformational leadership involves linking the identity and self-consciousness of the followers to the collective identity of projects and organizations, and becoming a role model of followers to motivate and improve them. Understand projects, challenge followers, improve job autonomy, understand the advantages and disadvantages of followers, and enable leaders to combine tasks and followers to improve performance.

Transformational leadership is a leadership style in which leaders collaborate with their subordinates to identify the necessary changes, create a vision that leads change through inspiration, and faithful members of the team and change. Change in culture requires a change leader. If company employees are stuck at work and seeking verification, it may be time for change leaders to enter the market. The same is true even if employee's contribution is not noticed and is considered obvious. In order to solve this problem, leaders need to consider making the team run in other ways. They have to leave traditional guidance methods that are predictable and unappealing

Transformational leadership is to make changes to organizations, groups, themselves, and other people. The transformational leaders motivate more than other people originally thought. They set more challenging expectations, and often from statistical data, leaders of change tend to have faithful and contented followers. This is mainly because innovative leadership gives power to believers. The servant leader is necessary to help the team advance in the development and testing process. Removing obstacles is the key to improving efficiency. Likewise, setting up more challenging expectations in an innovative way is an effective way to increase the motivation of developers and achieve organizational goals.