Narratives of Organizational Change: Employees’ Voices on Transformational Leadership
Keywords:
Transformational leadership, organizational change, employee narrativesAbstract
This study aimed to explore employees’ narratives of organizational change, focusing on how transformational leadership is perceived and experienced in shaping communication, engagement, emotional responses, and organizational outcomes. A qualitative research design was employed, using semi-structured interviews with 19 employees from medium and large organizations in Greece. Participants were selected through purposive sampling to ensure diverse perspectives across gender, age, and organizational roles. Interviews, conducted in Greek, lasted between 45 and 75 minutes and were audio-recorded and transcribed verbatim. Data collection continued until theoretical saturation was reached. NVivo 14 software was used to support thematic analysis, which followed an iterative process of open coding, category development, and theme refinement. Analysis of employee narratives revealed four overarching themes: leadership communication, employee engagement, emotional responses to change, and organizational outcomes of leadership. Within communication, clarity of vision, transparency, and consistency were identified as critical for building trust. Engagement was fostered through participation in decision-making, recognition, empowerment, and learning opportunities, although some employees expressed resistance and ambivalence. Emotional responses ranged from anxiety and frustration to optimism and resilience, reflecting the dual nature of organizational change. Finally, participants reported positive organizational outcomes, including improved collaboration, enhanced performance, cultural transformation, retention, trust in leadership, and organizational learning. Narratives emphasized that while transformational leadership facilitated adaptation, inconsistencies or unmet expectations could undermine employee confidence. The findings underscore the central role of transformational leadership in shaping employees’ experiences of change, particularly through transparent communication, empowerment, and emotional support. At the same time, the study highlights the persistence of ambivalence and resistance, suggesting that leadership effectiveness must be understood within cultural and contextual dynamics. These insights contribute to both theory and practice by illustrating how employees’ voices provide critical perspectives for understanding and managing organizational transformation.
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