Purpose

Leadership can cultivate shared understandings of goals within organizations. Transformational leaders engage in vision-sharing, whereas transactional leaders apply contingent rewards and sanctions. To set the stage for better performing organizations, public managers could lead in ways to improve the communication that flows internally in public organizations, defined as the internal communication performance. Previous studies have linked transformational leadership with internal communication performance in public organizations, but no studies have considered the broader array of leadership strategies and their combination. The purpose of this study is to assess the strength of the relationship between different forms of leadership (transformational and transactional) and internal communication.

Design/methodology/approach

The study is based on a balanced panel dataset of 751 employees.

Findings

The analysis corroborates the existing findings of a relationship between transformational and internal communication, and it identifies a relationship between transactional leadership through verbal rewards and internal communication.

Originality/value

In so doing, the study brings new insights to our understanding of how leaders in public organizations can improve the internal communication in their organizations, which has been linked to, among others, how employees themselves perceive the red tape and performance within public organizations.

中文翻译：

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公共组织的领导策略和内部沟通

目的

领导力可以培养组织内部对目标的共同理解。变革型领导者参与愿景共享，而交易型领导者则采用或有的奖励和制裁措施。为了为绩效更好的组织奠定基础，公共管理人员可以通过各种方式来改善公共组织内部流动的沟通方式，即内部沟通绩效。先前的研究已将变革型领导与公共组织的内部沟通绩效联系在一起，但没有研究考虑更广泛的领导战略及其组合。这项研究的目的是评估不同形式的领导（变革性和交易性）与内部沟通之间关系的强度。

设计/方法/方法

该研究基于751名员工的均衡面板数据集。

发现

该分析证实了变革与内部沟通之间关系的现有发现，并通过口头报酬和内部沟通确定了交易领导之间的关系。

创意/价值

这样，该研究为我们对公共组织领导者如何改善组织内部沟通的理解提供了新的见解，这与员工自身如何看待公共组织内部的繁文tape节和绩效有关。