BUSI 701 (2-2) Annotated Bibliography: Marketing Assignment

BUSI 701 (2-2) Annotated Bibliography - Marketing Assignment Author’s Name The Institutional Affiliation Course Number and Name Instructor Name Assignment Due Date López-Zapata, E., Torres-Vargas, Y., & Ortiz-Puentes, M. A. (2024). Transformational leadership and task performance: the mediating role of leader–member exchange, organizational support and work engagement. Academia Revista Latinoamericana de Administración, 37(3), 424-443. https://doi.org/10.1108/ARLA-05-2023-0069 The study using PLS-SEM on dyadic data of 142 salespeople and 19 leaders of firms in Colombia demonstrates that TL enhances task performance indirectly through LMX and perceived organizational support; work engagement did not mediate. The mechanism moves towards actual performance, considering high-quality exchanges and perceived support transfer inspirational leadership into actual performance. In comparison to Li et al. (2023), which examines TL as a predictor of LMX in education, the current research design tests several mediators in a business setting, thereby supporting LMX as an independent construct across education settings. It also helps me rule out a competing mediator (engagement) that is frequently discussed as an approach that transmits influence from TL to performance. I will base my decision to place LMX interventions as top priorities when the impact on the task is the desired outcome through its design and findings. Li, F., Jiao, R., Liu, D., & Liu, L. (2023). Principals’ transformational leadership and kindergarten teachers’ career calling: The mediating roles of organizational identification and leader-member exchange. Sage Open, 13(4), 21582440231218842. https://doi.org/10.1177/21582440231218842 A multilevel analysis of 486 teachers at the level of 57 Chinese kindergartens reveals that team-level TL affects individual teacher levels of career calling entirely through organizational identifications and LMX. This cross-level mediation enhances a causal inference over single-level models and demonstrates LMX power even when the third-party leadership is assessed at the unit level. In contrast to López-Zapata, Torres-Vargas and Ortiz-Puentes’ (2024) research, which is task performance-oriented, it is focused on purpose (career calling), expanding the LMX pathway toward motivation outcomes. It will assist me in arguing that LMX is both a performance lever and a relational device by which TL derives meaning and usefulness when used to describe the social adhesive in value-sensitive fields (education, nonprofits). I will refer it for mediation to inspire creating TL as creating exchanges (feedback, support, trust) to enhance calling. Thuy, D. T. T. (2024). Transformational leadership and project success: The role of leader-member exchange and professional commitment. https://doi.org/10.28991/esj-2024-08-06-022 With 509 sampled project managers and analysis studied using Smart-PLS, this article demonstrates that TL positively affects the realization of projects directly and indirectly thr...