Kebe Ibrahim Alusine, Liu Yingqi, Kahl Christian
School of Economics and Management, Beijing Jiaotong University, Beijing 100044, China.
Institute of Public Administration and Management, University of Sierra Leone, Freetown 999127, Sierra Leone.
Behav Sci (Basel). 2025 Mar 12;15(3):349. doi: 10.3390/bs15030349.
In an era of rapid market shifts and technological disruption, the success of organizational change rests on the ability of leaders to navigate complex cultural dynamics. This study explores how culturally adaptive leadership can drive employee outcomes in Sierra Leone's commercial banking sector during periods of change. By integrating transformational and transactional leadership styles with Hofstede's cultural dimensions theory, which focuses on power distance (respect for authority) and uncertainty avoidance (preference for structure), this research examines how these cultural values influence the relationship between leadership approaches and employee outcomes. Using a cross-sectional design, data were collected from 820 employees across commercial banks in Sierra Leone, with data analyzed using structural equation modeling (SEM). The findings reveal that transformational leadership significantly enhances employee outcomes, specifically in high power distance environments where authority is deeply respected, while transactional leadership proves more effective in high uncertainty avoidance settings, where clear structure and predictability are paramount. The study highlights the complementary nature of these leadership styles, suggesting that effective leaders must adapt their strategies to the cultural context to drive performance. While the cross-sectional design limits causal inference, this research underscores the critical importance of culturally adaptive leadership, recognizing how cultural dimensions shape behavior and promote sustained success during change.
在一个市场迅速变化和技术颠覆性创新的时代，组织变革的成功取决于领导者驾驭复杂文化动态的能力。本研究探讨了在变革时期，具有文化适应性的领导力如何推动塞拉利昂商业银行部门的员工绩效。通过将变革型和交易型领导风格与霍夫斯泰德的文化维度理论相结合，该理论侧重于权力距离（对权威的尊重）和不确定性规避（对结构的偏好），本研究考察了这些文化价值观如何影响领导方式与员工绩效之间的关系。采用横断面设计，从塞拉利昂各商业银行的820名员工中收集数据，并使用结构方程模型（SEM）进行数据分析。研究结果表明，变革型领导显著提高员工绩效，特别是在权力距离较大、权威受到高度尊重的环境中，而交易型领导在不确定性规避较高的环境中更有效，在这种环境中，明确的结构和可预测性至关重要。该研究强调了这些领导风格的互补性，表明有效的领导者必须根据文化背景调整其策略以推动绩效。虽然横断面设计限制了因果推断，但本研究强调了具有文化适应性的领导力的至关重要性，认识到文化维度如何塑造行为并在变革期间促进持续成功。
