BUSI 701
CLELLAND INTRO TO ANNOTATED BIBLIOGRAPHY ASSIGNMENT
Full Citation
Coleman, R. & Donoher, W. (2022). Looking beyond the dyad: How transformational
leadership affects leader-member exchange quality and outcomes. Journal of
Leadership Studies, 15(4), 6-17. https://doi.org/10.1002/jls.21792.
Summarize
What is the main topic the researcher(s) are discussing? How transformational
leadership (TFL) and leader-member exchange (LMX) require one another to be
effective.
What are the main arguments? The main argument is that transformational leadership
cannot exist without leaders synthesizing information and data from leader-member
exchanges. While there are strengths and weaknesses of each, leaders who are able to
hone their emphasis on LMX have better success working through the challenges of
TFL.
What are the main findings of the research? The study finds that effectiveness of TFL
directly correlates to the quality of LMX relationships. The article also identifies four
categories of followers: disconnected, sporadic, active, and temporary. Understanding
the associated traits of these categories enables one to better asses the relationships
with TFL.
Assess
Is this source useful in your topic? Yes, the article provides specifics of the topic over
space and time, which allows the reader to visualize how combining the two
leadership theories could have positive impact for organizational leaders.
How does it compare to other sources? It is simply a written synopsis of a physical
experiment that is effective to those who may not have the time or resources to
conduct a similar project.
Reflect
How does this source fit into your writing specifically? Combining multiple
perspectives and resources provides a greater understanding for the audience. The
article’s flow also allows the reader to visualize how these two theories are utilized in
whatever industry they work in.
How do you plan to use it? Being in the military, we constantly look for innovative
methods to be effective leaders. This article cements the fact that LMX relationships
with peer and subordinates can produce the same level of effectiveness. Working in
cross-functional teams presents inherent challenges from the start. However,
implementing ways to make them stronger and more value-added will strengthen the
organizational culture if applied correctly.
Page 1 of 4
BUSI 701
Full Citation
Coleman, R. & Donoher, W. (2022). Looking beyond the dyad: How transformational
leadership affects leader-member exchange quality and outcomes. Journal of
Leadership Studies, 15(4), 6-17. https://doi.org/10.1002/jls.21792.
Identifying a singular leadership approach and attempting to implement across an
organization can be difficult and problematic. One of the most common facts from recent studies
is that an inclusive approach to brainstorming and problem-solving is best. Not only does it
provide innovative thoughts from various layers, but it strengthens organizational trust
simultaneously as everyone’s voice is at least heard. Colemand and Donoher focused their
research on transformational leadership (TFL) and leader-member exchange (LMX), exploring
the impact one has on the other. LMX is the approach that encompasses all team member’s
thoughts and ideas to narrow down ideas as a group. The leader does not make decisions in a
vacuum that could completely negate value-added ideas from members simply based on position.
Instead, implementing elements of LMX directly results in TFL as it is a change from the
historical practices used in decision-making. Do some companies continue to use outdated
methods, sure. However, those are usually mature companies that have a niche with no real
innovative competition to worry about. However, if there was a technology company that tried
this approach today, it may not work so well. IBM is an example I can think of as it assumed
since it was one of the first to produce a product, it did not need to apply any transformational
aspects and still succeed. They learned that is not always the case and has now been forced to
move to a different segment to remain even in business. Ultimately, transformational leadership
keeps an organization fresh and up to date on trends and practices. One easy way to implement
this is through leader-member exchange.
Page 2 of 4
BUSI 701
Full Citation
Liao, H. & Chuang, A. (2007). Transforming service employees and climate: A
multilevel, multisource examination of transformational leadership in building
long-term service relationships. Journal of Applied Psychology, 92(4), 1006-1019.
https://doi.org/10.1037/0021-9010.92.4.1006.
Summarize
What is the main topic the researcher(s) are discussing? The relationship between
transformational leadership (TFL) and customer retention.
What are the main arguments? The study works to highlight whether individual-
related TFL or store-level TFL has greater impact on employee service performance,
thus increasing customer retention.
What are the main findings of the research? Individual-level TFL has the greatest
impact on customer retention and satisfaction.
Assess
Is this source useful in your topic? Yes, it tested multiple hypotheses and provided
thorough feedback and suggestions to service companies.
How does it compare to other sources? There are probably other tests that would yield
subtly different results. However, there is a correlation between customer retention in
the service industry and transformational leadership.
Reflect
How does this source fit into your writing specifically? It provides concrete examples
and data to expand research on transformational leadership.
How do you plan to use it? I will include examples and data provided to compare and
contract other approaches as we move through the assignments.
Page 3 of 4
BUSI 701
Full Citation
Liao, H. & Chuang, A. (2007). Transforming service employees and climate: A
multilevel, multisource examination of transformational leadership in building
long-term service relationships. Journal of Applied Psychology, 92(4), 1006-1019.
https://doi.org/10.1037/0021-9010.92.4.1006.
This article specifically explored only the service industry and impacts TFL has on
customer retention. Based on the results provided, there is a direct correlation between TFL and
customer retention, which is logical considering customer satisfaction would tend to lead to
repeat customers. Unless there is some other justification for customers to present satisfied
feedback, the study is predictable and straight-forward. As opposed to a supply type business that
has many more factors that are fixed, service companies have the human interaction that often
drives satisfaction. This means things like price can fluctuate with consumers potentially paying
higher prices simply for whatever trait is bringing satisfaction. Analyzing this data is key for
transformational leaders to identify areas of continuous improvement and further increase
customer retention.
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