The Relationship Between Transformational Leadership Characteristic and Succession Planning Program in the Malaysian Public Sector
International Journal of Asian Social Science
Preparing the next good leader and is as important as supporting the current leader for the public sector, as well as important factor to move and drive organization forward. Thus, to groom the potential future leader, the organizations need not only the succession planning program, but also to have an emphasis on the commitment of the leader. This paper examines the relationship between leadership characteristic styles towards succession planning program in Malaysia's Public Sector.
... ional leadership characteristic was used, namely idealized influence, inspirational motivation, and individualized influence and intellectual stimulation. Combination of Multifactor Leadership Questionnaire, Effective Succession Planning and Management Questionnaire were used to distribute to 576 public servants from Malaysia's public sector. Multiple regressions were used in analyzing the effect. The result of multiple regression demonstrated that partly significantly related to succession planning and individualize influence is the main predictor on succession planning program. Therefore, it is very essential for the leaders to keep on viewing and modifying their leadership style and behavior in a way to be effective leaders. Leadership influence can be seen in many areas including training, motivation, performance evaluation and employee strategic planning. However, succession planning has shown significant influence as a medium to help shape future leaders as well as employee career development. Thus, current leaders must conduct an effective strategy leader development, so that leader in succession planning can be molded as needed by the Public Services Department (PSD, leaders are seen has an important role in building a good performing group. Review o). Research has indicates that there are companies that has been successful in managing the challenge of consolidating leadership development and succession planning programs (Conger and Fulmer, 2003; Tichy, 2004; Syeda and Abida, 2014; Allan et al., 2015) . Regardless of the type of organization f past decades indicates clearly that the leader should have the capabilities to make changes between leadership and the subordinate relation to the demands of current needs.