Analýza souvislosti transformačních a transakčních stylů vedení s motivací zaměstnanců v multikulturních týmech

This research examines the association between transformational and transactional leadership styles and employee motivation within multicultural work contexts. The findings contribute to existing literature by integrating the Full Range Leadership Model with Self-Determination Theory, providing empirical insights for practitioners managing multicultural teams. A quantitative research design was utilized, involving an online survey administered to employees working in multicultural teams across Europe. The Multifactor Leadership Questionnaire (MLQ) and the Work Extrinsic and Intrinsic Motivation Scale (WEIMS) were employed to assess leadership styles and motivation. The results obtained from the international sample indicated a positive association between transformational leadership and self-determined motivation, whereas transactional leadership was positively associated with non-self-determined motivation. From a practical perspective, these findings highlight the relevance of transformational leadership behaviors in relation to self-determined motivation, while transactional leadership components may be more relevant in relation to non-self-determined motivation among employees within multicultural teams. These differentiated associations suggest that both leadership styles may serve complementary functions, each associated with different motivational outcomes, contributing to a more balanced approach to leadership.