ROLE OF LEADERSHIP STYLE IN SHAPING EMPLOYEE MOTIVATION AND ENGAGEMENT

This study examined the role of leadership styles in shaping employee motivation and engagement, with a particular focus on transformational, transactional, and laissez-faire leadership. The findings provide clear evidence that leadership style is a critical determinant of employee attitudes and workplace outcomes. Among the three styles, transformational leadership emerged as the most effective, demonstrating a strong positive impact on both employee motivation and engagement. Leaders who inspire, support, and empower employees are more likely to foster a committed and high-performing workforce. Transactional leadership was found to have a moderate influence, primarily through reward-based mechanisms that enhance extrinsic motivation. While effective in achieving short-term goals and maintaining organizational structure, its impact on deeper psychological engagement remains limited. In contrast, laissez-faire leadership showed a negative relationship with both motivation and engagement, highlighting the risks associated with passive and non-interventionist leadership approaches. The study also confirms a strong relationship between employee motivation and engagement, suggesting that motivation acts as a key driver of engagement. This finding reinforces the importance of leadership strategies that not only manage performance but also address employees’ intrinsic needs and emotional connections to their work. From a practical perspective, the results emphasize the need for organizations to invest in leadership development programs that promote transformational leadership qualities. Managers should focus on communication, vision-building, and employee empowerment to enhance motivation and engagement levels. Reducing reliance on passive leadership styles is equally important to prevent disengagement and performance decline. In terms of future scope, further research can explore the role of additional leadership styles such as servant or ethical leadership, as well as the mediating and moderating variables influencing the relationship between leadership and employee outcomes. Longitudinal studies and sector-specific analyses may also provide deeper insights into how leadership effectiveness evolves over time and across different organizational contexts.

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