In the article. Transformational Leadership and Employee Creativity: The Mediating Role
of Promotion Focus and Creative Process Engagement. Journal Of Business & Psychology,
it is proven that there is a “relationship” between leadership and employee engagement,
creativity, and focus. There hypothesis goes as followed: “We hypothesized that promotion
focus mediates the relationship between transformational leadership and employee
creativity and that creative process engagement mediates the relationship between
promotion focus and employee creativity.” (Henker, Sonnentag, & Unger, 2015) With this
vision they conducted a research study consisting of 279 employees to prove their theory.
The study was performed in Germany, in an online survey that was done over a course of
four weeks. They were able to get a wide range of employees from different backgrounds
such as “information technology, human resources, research and development, technical
support, executive management, strategy, and public relations.”( Henker, Sonnentag, &
Unger, 2015)
After conducting a few hypotheses they found that this is a significant effect that
transformation leadership have on employees. The first hypothesis tested was how
transformational leadership can have a positive impact on creativity. There findings show
that employee creativity is related to “eagerness” and the primary focus to take risk by
expanding an “creative insight.” This concept will tie into hypothesis two which focuses
on promotion focus in reference to building creativity. It was proven to build a better
