Globalization, technological advancements, and a competitive environment have all compelled the Royal Malaysia Police to adapt to strategic change in order to remain relevant and competitive in Malaysia enforcement. As a result, effective leadership behaviour is now more important than ever. Previous research has discovered that the support of transformational leaders is a critical component in fostering effective organisations. However, how true this is, particularly at Malaysia Enforcement, remains to be seen. This study was intended to examine the relationship between Transformational leadership, transactional Leadership, Laissez faire leadership and its augmentation effects among the Police officer. A total of 169 police officer from two department, Narcotics Crime Investigation Department (NCID) and Criminal Investigation Department (CID) took part in the study, which used a stage cluster sampling method. The findings indicated that police officer in two department thought their superiors used transformational and laissez faire leadership styles rather than transactional leadership. he leadership styles of these two groups differed significantly. The implications of the study were discussed in this publication. This study is useful for anyone interested in the preferred leadership styles of followers in organisational settings.
Journal of Positive Psychology & Wellbeing 2021, Vol 5, No 3, 1542–1550 http://journalppw.com ISSN 2587-0130 Study on Leadership Styles of Royal Malaysia Police Work Performance in Narcotics Crime Investigation Department and Criminal Investigation Department Tharmalingam A/L Chandram1, Masri bin Abdul Lasi2, Monisha A/P Arumugam3 1,2,3 City Graduate School, City University Malaysia Abstract Globalization, technological advancements, and a competitive environment have all compelled the Royal Malaysia Police to adapt to strategic change in order to remain relevant and competitive in Malaysia enforcement As a result, effective leadership behaviour is now more important than ever Previous research has discovered that the support of transformational leaders is a critical component in fostering effective organisations However, how true this is, particularly at Malaysia Enforcement, remains to be seen This study was intended to examine the relationship between Transformational leadership, transactional Leadership, Laissez faire leadership and its augmentation effects among the Police officer A total of 169 police officer from two department, Narcotics Crime Investigation Department (NCID) and Criminal Investigation Department (CID) took part in the study, which used a stage cluster sampling method The findings indicated that police officer in two department thought their superiors used transformational and laissez faire leadership styles rather than transactional leadership he leadership styles of these two groups differed significantly The implications of the study were discussed in this publication This study is useful for anyone interested in the preferred leadership styles of followers in organisational settings Keywords— Leadership Style, Transformational Leadership, Transactional Leadership, Laissez-Faire Leadership, Royal Malaysia Police Introduction In today's globalized world and ever-changing environment, the Royal Malaysia Police (RMP) faces an ongoing challenge, whether direct or indirect, to the country's current security, political, economic, and social situation (Ramakrishnan et al., 2020) These changes have pushed the Royal Malaysia Police into a state of complexity as it strives to fulfil its core competencies in providing services by upholding the country's law and order Officers and men in the force have been tasked with taking the challenges to the next level, with their performance being monitored as critical to the © 2021 JPPW All rights reserved image and realisation of the police force's vision and mission (Ramakrishnan et al., 2020) Work in this field began primarily a few decades ago The Royal Malaysian Police (RMP) has developed several strategic plans, such as the PSPDRM for 2015-2020 and the 2016-2020 Police Integration Plan, to increase dynamism and achieve maximum employee job performance (Nizam et al., 2019) In order to make sure that their work and society be affected, the police force works effectively and ensure the progress soar The excellence of a police personnel in an organization measured based on the individual performance in conducting their duties Meanwhile, the police 1543 force is an essential institution for ensuring prosperity, specialized, complex, and risky policy responsibilities Police officers work in a high-pressure environment, putting their lives in danger (Ramakrishnan et al., 2020) Police officers would be the most mature field, which is now transitioning to civil servant service The position of police officers in each division is primarily determined by the type of crime that occurs within the area of expertise and the number of people covered by police officers to carry out their obligatory obligations in terms of the observance and preservation of law and order, the preservation of public property, and the elimination of crimes within a joint department (M A Lasi, 2020a) The Royal Malaysian Police Department's work has focused on domestic and external circumstances, with many factors leading to police corruption and a wide range of bribes, such as poor pay, the nature of their work, poor working conditions, and the legal framework, where most people are not taken into account when their leaders are promoted and maintained (M A Lasi, 2020a) The skills and knowledge they employ to deal with issues such as a rigorous analysis of offences, which enables investigators and the justice system to focus on what is at the heart of the violation and its intent to provide victims with recourse The effectiveness and efficiency of police work benefit citizens who are their constant clients (Nizam et al., 2019) Several factors influence employees' job performance at work Employee job performance is a critical component of corporate sustainability (M B A Lasi & Yunusi, 2020) Some companies' operations have deteriorated as a result of employee losses, resulting in high profits in some cases Insecurities, which have been linked to negative synergies in fighting crime by police officers, were recently described as a force in Malaysia by the Royal Malaysia Policemen (M B A Lasi & Yunusi, 2020) The © 2021 JPPW All rights reserved Journal of Positive Psychology & Wellbeing police are viewed as working to prevent crime Because of the conditions that contribute to unprocessed police forces, the motivations for system restructuring in terms of improved recruitment and the government's purchase of modern police equipment have not been taken into account (M A Lasi, 2020b) This considerable influence may be measured in terms of the leaders' ability to promote and protect the interests of various department in Royal Malaysia Police Research Question This study examined the following research questions 1) What are the heads of department leadership styles as perceived by the police officer in Narcotics Crime Investigation Department (NCID) and Criminal Investigation Department (CID) Assumptions The following assumptions were used to perform this research: 1) At the time of the study, the participants were engaged as royal Malaysia police in Malaysia In Narcotics Crime Investigation Department (NCID) and Criminal Investigation Department (CID) had sufficient interaction with supervisors to adequately represent their preferences across all leadership styles 2) Participants answered the biographical and leadership survey questions honestly and truthfully, knowing that the information they provided would be kept secret and anonymous 3) Each participant completed one survey 1544 Tharmalingam A/L Chandram Literature Review Employees’ Job Performance Leadership is one of the most complicated and poorly understood phenomena in the complex world of human organisations According to (Nizam et al., 2019) Police officers would be the most mature field, which is now transitioning to civil servant service The position of police officers in each division is primarily determined by the type of crime that occurs within the division's area of expertise and the number of people covered by police officers to carry out their obligatory obligations in terms of the observance and preservation of law and order, the preservation of public property, and the elimination of crimes within a joint department Police officers would be the most mature field, which is now transitioning to civil servant service The position of police officers in each division is primarily determined by the type of crime that occurs within the division's area of expertise and the number of people covered by police officers to carry out their obligatory obligations in terms of the observance and preservation of law and order, the preservation of public property, and the elimination of crimes within a joint department (Al Khajeh, 2018) Transformational Leadership James MacGregor Burns (1978) originally proposed the notion of transforming leadership in his descriptive study on political leaders, and it has now been expanded to organizational psychology Transforming leadership, according to Burns, is a two-way process in which leaders and followers influence one another to achieve better levels of morale and motivation The transformative method has a significant influence on people's and organizations' lives It reshapes followers' expectations and goals through changing perception and ideals Transforming leaders are portrayed as role © 2021 JPPW All rights reserved models who put the team, company, and/or community first (Gemeda & Lee, 2020) The current focus of organizational leadership concepts is transformational leadership These ideas are founded on vision statements, which define the organization's orientation A mission statement that energizes and motivates all members of the company as they achieve attainable organizational objectives should be added to the vision statement (Nizam et al., 2019) The organization's long-term goals are established by the vision and mission statements, which serve as the foundation for the organization's strategy and the development of means for implementing the plan According to transformational leadership theory, these leaders may push and inspire themselves and their group members to achieve greater performance by establishing difficult goals and implementing a sequence of adjustments (Bass & Avolio, 2009, & Northouse, 2015) Many studies have shown the positive impact of transformational leadership to trigger the extra effort of the followers, leading to higher leaders’ satisfaction and performance (Khan 2017 & Notgrass, D 2014) Previous research has shown that executives who embrace a transformational leadership style achieve higher levels of performance and efficiency, and these findings are consistent across all levels of management in both the public and commercial sectors (Keshtiban, A E 2013 & Northouse 2015) Transactional Leadership Transactional leadership theory is frequently employed Transactional leadership, according to (Aga, 2016), is “largely cantered on the exchange of benefits depending on performance "Transactional leadership places a premium on the leader-follower relationship It's a term commonly used in the classroom to describe the interaction between teachers and students Students are expected to complete projects, assignments, or examinations successfully, and 1545 if they do, they will receive excellent grades or the ability to pass the course This procedure may be a simple extension of the performance criteria at the Royal Malaysia Police outside of the department (Nizam et al., 2019) Both transformational and transactional leadership styles, according to (Ibrahim, 2019), have been found to favourably correlate with organizational results in many types of companies Transformational leadership is favourably associated with organizational success, according to research conducted by Avolio and Bass (2004) and Dumdum et al (2002) Transformational leadership, according to other research, increases the effectiveness and happiness of followers more than transactional leadership (Hussain et al., 2017) (Hussain et al., 2017) discovered, for example, that transformative leadership has a substantial impact Transformational leadership, according to (Khan et al., 2020) may improve employees' feeling of belonging, meet their demands for selfactualization, and ultimately increase employee productivity Employees, on the whole, prefer transformational leadership over transactional and laissez-faire leadership transactional leadership has a substantial positive connection with job satisfaction, but transformational and laissez faire leadership styles have minor impacts (Ghasemy et al., 2018) Burns proposed the transactional leadership paradigm in 1978 This idea is cantered on the connection between a leader and a follower, which is based on the leader's establishment of exchanges or dependent rewards for achievement recognition (Khan et al., 2020) Bass (1985) and Bass and Avolio (1997) elaborated on Burns' (1978) theory, resulting in three essential characteristics of transactional leaders: contingent reward, active management by exception, and passive management by exception The constructive relationship between © 2021 JPPW All rights reserved Journal of Positive Psychology & Wellbeing a leader and a follower in which performance decides the reward is known as contingent reward (Gemeda & Lee, 2020) The leader defines the responsibilities and expectations, provides the necessary resources, and rewards good performance The major argument to this leadership theory is its limited motivational source for creative followers Followers may keep their focus on success when the goals are set before; however, this may also drive followers not to put any more efforts since there would be no rewards(Maduraiveeran et al., 2020) Laissez Faire Leadership According to (Yang, 2015), Laissez-faire leaders frequently adopt the mindset of "do whatever you want as long as you get the job done right." These leaders believe that the key to success is to build a strong team; once the foundation of team players is in place, the leader can step back and let success bloom while things fall into place While laissez-faire leadership is clearly not the best choice for every organisation, it does work well in some situations Some incredible, innovative developments would not have been possible without the participation of laissez-faire leadership (Yang, 2015) Effective leaders recognize the positive impact laissezfaire leadership has on morale, as “this type of leader offers incredible autonomy (M A Lasi, 2020a) For laissez-faire leadership, there are management-by-exception (passive) and laissezfaire leadership scales In this leadership style, the leader uses Management-by-Exception (passive) management, which involves only acting when goals are not met or a problem arises The "passive" Management-by-Exception leader would wait until problems reached crisis proportions before intervening Before acting, the Management-by-Exception (passive) leader waits for flaws to be brought to his or her attention 1546 Tharmalingam A/L Chandram Laissez-faire behaviour entails deferring decisions and abdicating responsibilities Laissez-faire leaders not provide feedback or assistance to their followers Laissez-faire leadership is a "hands-off" leadership style (Robert & Vandenberghe, 2021) Laissez-faire leadership is another term for non-leadership The laissez-faire leader avoids taking on responsibilities, is unavailable when needed, fails to respond to requests for assistance, and refuses to express his or her views on critical issues The laissez-faire leader delegated the majority of decision-making authority to the followers (Robert & Vandenberghe, 2021) Laissez-faire leaders believe that their subordinates are naturally driven and should be left alone to complete tasks and achieve their goals The laissez-faire leader provides no direction or guarantees Leaders who use a laissez-faire leadership style have little influence over their followers and allow them to complete their assigned tasks without direct supervision (Ahmed Iqbal et al., 2021) Research Methodology The question about what research technique should be used in a typical management science study overlaps with the issue of research inference and the results of such inference The choice of suitable research technique has a significant impact on the success and validity of research inquiries Similarly, the methodology to be used is determined by the driving research topic and the researcher's goals While the benefits of understanding followers' leadership style preferences are obvious, little study has been done to determine which style is favoured by police officer at royal Malaysia police This quantitative study used an online questionnaire to address the paucity of research The online instrument was constructed using Google Forms Royal Malaysia Police in Narcotics Crime Investigation Department and Criminal Investigation Department make up the study's population The police officer investigated in this study are those who have worked in in Narcotics Crime Investigation Department and Criminal Investigation Department The focus of this research will be on Narcotics Crime Investigation Department and Criminal Investigation Department The responses range in age from 26 to 70 years old The reason for picking this set of persons is because they are active in investigating background The reason for choosing only four was to reduce the sample window Result and Discussion RQ1 What are the heads of department leadership styles as perceived by the Narcotics Crime Investigation Department and Criminal Investigation Department? Table 4.1: Comparison of the type of Narcotics Crime Investigation Department and Criminal Investigation Department Group N Mean CID 155 8.37 NCID 246 8.97 Level of significance is at p