WHEN EMPLOYEES HAVE A TRANSFORMATIONAL LEADER, AND THERE ARE ALOTS OF JOB DEMANDS, DOES THE EMPLOYEE’S WORK ENGAGEMENT INCREASE?
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Abstract
This research aimed to understand the role of transformational leadership in moderating the relationship between cognitive demand and hassle on work engagement among employees in a company. Transformational leadership refers to the behavior of a leader who can inspire, provide guidance, motivate, and encourage followers to achieve maximum results. Cognitive demand is a working condition that requires individuals to focus their thoughts on their tasks. Hassle refers to the conditions experienced by individuals when working, involving job demands that are complex and unexpected challenges in completing tasks. Work engagement is a positive work condition that provides well-being in the workplace and is characterized by dedication, vigor, and absorption. This study used a quantitative method with a non-experimental design and was conducted with 258 participants who were private sector employees in Indonesia. Three questionnaires were used for data collection and were processed using SPSS version 26.00. The measurement tools used in this study included the Job Demand-Resources Questionnaire (2014), Utrecht Work Engagement Scale (UWES), and the Transformational Leadership Inventory (TLI). The research found that transformational leadership moderates the relationship between cognitive demand and work engagement. This means that transformational leadership can influence the extent to which cognitive job demands affect employees' levels of work engagement. However, the study did not find that transformational leadership moderates the relationship between hassle and work engagement. This suggests that in the case of hassle, the role of transformational leadership in mitigating the negative impact of complex job demands may not be as strong. The findings of this research can have practical implications for leadership development in the workplace and job demand management to enhance employee work engagement. Additionally, this study can serve as a foundation for further research in this field.
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