When and how transformational leadership promotes work engagement among IT engineers

Abstract

This study examines the impact of transformational leadership on work engagement among IT engineers working remotely in Pakistan, with intrinsic motivation as a mediator and person-organization fit as a moderator. The research aims to understand the relationships between these variables and their implications for employee engagement in the IT industry. A quantitative research methodology was employed, and data was collected through a self-administered questionnaire. The sample consisted of IT engineers who met the criteria of working remotely. Statistical analysis techniques, including correlation and regression analysis, were used to analyze the data. The findings indicate a positive and significant relationship between transformational leadership and work engagement among remote IT engineers. Additionally, intrinsic motivation was found to mediate the relationship between transformational leadership and work engagement, suggesting that transformational leaders who foster intrinsic motivation can enhance employee engagement levels. Furthermore, the study revealed that person-organization fit moderates the relationship between transformational leadership and work engagement. A strong fit between employees and their organization strengthens the positive impact of transformational leadership on work engagement. These findings have important practical implications for organizations in the IT industry. They emphasize the significance of transformational leadership behaviors, intrinsic motivation, and person-organization fit in promoting work engagement among remote IT engineers. By understanding and leveraging these factors, organizations can create a supportive work environment that enhances employee engagement and ultimately improves organizational performance. This study contributes to the existing literature by providing empirical evidence on the relationships between transformational leadership, intrinsic motivation, person- xi organization fit, and work engagement. It adds to the understanding of how these variables interact in the unique context of remote work in the IT industry. In conclusion, this research underscores the importance of transformational leadership, intrinsic motivation, and person-organization fit in promoting work engagement among remote IT engineers. The findings highlight the need for organizations to cultivate transformational leadership practices, foster intrinsic motivation, and ensure a strong fit between employees and the organizational culture to enhance work engagement in remote work settings