Leadership is one of the determinants of organisational performance due to its effect on employee behaviours and strategic objectives in dynamic environments. The study examines the effect of leadership styles on employee outcomes such as motivation, job satisfaction and turnover. The research takes into consideration transformational, transactional, participative, autocratic and laissez-faire leadership styles. A systematic review of the literature was carried out on databases such as Scopus, Web of Science and PsycINFO with inclusion criteria of peer-reviewed empirical articles published in English in the last ten years. Based on PRISMA guidelines, 58 studies were synthesised. Results show that transformational and participative leadership styles consistently relate to higher intrinsic motivation, greater job satisfaction and lower turnover intentions. Transactional leadership exerts moderate influences on extrinsic motivation and short-term retention but has less influence on longer-term engagement. Autocratic and laissez-faire styles are linked with lower satisfaction and increased turnover. Mediating processes include trust, psychological empowerment, quality of communication and perceived organisational support, with contextual moderators such as cultural dimensions and work arrangements influencing these impacts. Implications include that organisations must invest in leadership training programs in emotional intelligence, autonomy support and implementation of adaptive styles. HR practices that are embedded in career development, reward systems and flexible work facilitate motivation and retention. Meta-analytic procedures estimated average effect sizes and tested heterogeneity using I2 statistics to ensure robustness. Thematic synthesis using qualitative coding allowed a close understanding of motivational processes in various settings. Longitudinal, mixed-methods and cross-cultural research designs ought to be employed in future research to address gaps. Overall, aligning leadership behaviours with employee psychological needs and environmental demands is vital for engagement, satisfaction and retention, and thus organisational resilience and effectiveness.
Samuel Asante (Wed,) studied this question.