The mediator role of digital maturity and the moderator role of attitude toward flexible work in the relationship between transformational leadership and employee performance

The compulsory transition to flexible working models during the Covid-19 pandemic and the return to the traditional working method at the end of the Covid-19 pandemic caused differences of opinion between the managers and the employees regarding the flexible working approach and job performance. It brought up a dilemma about whether or not to switch to the flexible working method. Therefore, this study aims to understand the role of digital maturity and attitude to flexible working in the relationship between transformational leadership and employee performance. The research offers a model that might resolve this concern and support the managers who are hesitant to switch to a permanent flexible working model. The student/researcher conducted a survey based on a convenient sampling with senior, mid-level, and white-collar team employees participating and working in companies registered with the Chamber of Commerce in Turkey and used flexible working for at least a period of time. The 468 people answered a questionnaire prepared with a 5-point Likert-type scale, including 78 questions. The student/researcher tested the reliability of the scales with reliability analysis and the relationship between the scales with Pearson correlation and evaluated mediator and moderator roles with process analysis. The research work employed a structural equation model for the data analysis. Based on the established model in the study, the student/researcher applied simple linear regression analysis. The study showed that transformational leadership has a positive effect on employee performance; digital maturity has a mediating role in the relationship between transformational leadership and employee performance; and attitude to flexible working has a moderator role in the relationship between transformational leadership and employee performance. Therefore, transformational leadership is effective in employee performance. However, digital maturity facilitates the relationship between transformational leadership and employee performance, and flexible working increases the strength and direction of the relationship between transformational leadership and employee performance.