Concept Of Transformational Leadership Research Articles

دور القيادة التحويلية في تعزيز الابتكار التنظيمي

The research explores the role of transformational leadership in enhancing organizational innovation, identifying it as one of the most impactful leadership styles for fostering creativity and improving organizational performance. The study delves into the concept of transformational leadership and its key dimensions, such as inspirational vision, intellectual stimulation, and individualized consideration. It also examines how this leadership style promotes innovation by enhancing social collaboration and influencing organizational culture. Additionally, the research analyzes recent statistics and case studies from companies like Tesla, Apple, and Amazon, highlighting the significant impact of transformational leadership on improving financial and innovative performance in organizations.

Limitations and Potential Dark Sides of Transformational Leadership: The Case of the Founder and Former CEO of Theranos

Transformational leadership is widely recognized as an effective leadership style; however, it is important to recognize its potential misuse, where it may serve a leader’s self-interests at the expense of others, both inside and outside the organization. In this article, we present an experiential exercise that uses the case of Theranos and its founder and former CEO, Elizabeth Holmes, to highlight the limitations and potential dark sides of transformational leadership. In this exercise, students watch three YouTube videos about Holmes, identify the characteristics of Holmes that match transformational leadership, and discuss issues with her leadership style. This exercise can be used in Introductory Management and Organizational Behavior courses, in-person or virtually. Students who have completed the exercise agree it is effective in teaching the concept of transformational leadership and in fostering active class engagement.

Transformational Leadership (Magnetic Manager) And Organizational Success: Theoretical Perspective

The purpose of this study was to investigate theoretically the relationship between transformational leadership (the "Magnetic Manager) and organizational success. The transformational leadership and social exchange theories are the underpinning theories for this paper. The literature on the concept of transformational leadership, its forms, and organizational success was thoroughly reviewed. The paper found that a transformational leader is a critical success factor that can bring out changes in employees and the organization as a whole. The study concludes that there is a significant relationship between transformational leadership and organizational success. The study recommended that organisations celebrate successes. Transformational leaders should recognise and celebrate the successes of their followers. This helps to build morale and motivation, which can lead to success. Keywords: Transformational Leadership; Organizational Success; Charisma; Inspirational Motivation

The influence of transformational leadership, organizational culture, and employee engagement on turnover intention

<p>A high desire to stop is a sign of a fundamental problem in a company. For the desire to quit employees to decrease, the company needs to consider some elements that impact the intention to quit. This study analysed the influence of transformational leadership, organizational culture, and employee engagement on turnover intention: job satisfaction as an intervening in a hospital. The samples included were 221 employees using the saturated sampling method. Questionnaires are used to collect data. SEMPLS is used as an analysis tool. According to the findings of this study, the variables transformational leadership, organizational culture, employee engagement, and job satisfaction significantly influence turnover intention. The theoretical insight provided by this study is the assumption that transformational leadership, organizational culture, employee engagement and job satisfaction can reduce turnover intention. For further research, it is suggested to examine other hospital that face the same problem which may produce different findings; conduct research on relatively similar objects, such as leasing which also faces the same problem, and add the concept of transformational leadership, organizational culture, and employee engagement, turnover intention, job satisfaction and others for further research.</p>

Investigating the indirect impact of transformational leadership on performance and work alienation: evidence from school principals navigating COVID-19

PurposeAlthough significant research has examined the concept of transformational leadership, few studies have explored the indirect impact of transformational leadership on individual and organizational outcomes within the context of crisis. Accordingly, this study aims to advance our understanding of the indirect impact of transformational leadership on school performance and principals' work alienation within the context of the COVID-19 pandemic. In doing so, this study contributes to this developing stream of literature by hypothesizing the indirect effect of two relational resources, namely employee trust and relational coordination, which mediate the relationship between transformational leadership, school performance and principals' work alienation.Design/methodology/approachThis study draws on a unique sample of 634 principals from Irish primary schools navigating the COVID-19 crisis. Structural equation modeling (SEM) was performed using Mplus 8.3 to test the hypothesized model.FindingsMixed findings emerged concerning the mediating process of relational resources and their impact on transformational leadership, school performance and principals' work-alienation. In particular, support is found for the critical role of principals whose transformational leadership style can help increase school performance. However, evidence suggests that employee trust does not mediate the relationship between transformational leadership and principals' work alienation.Practical implicationsThis study provides several practical insights for education professionals, policymakers and HRM practitioners across each phase of the crisis management cycle. Firstly, regarding the pre-crisis stage, educational institutions should invest in targeted leadership development programs that prioritize relationship-building and effective communication among stakeholders. Second, during crises, the study emphasizes the role of relational resources in mediating the impact of leadership on school performance. Moreover, the study illustrates the importance of proactively cultivating strong connections with stakeholders, fostering timely, problem-solving-based communication. Finally, in the post-crisis phase, collaboration with government stakeholders is recommended to inform recovery policies.Originality/valueThis study makes several contributions to the literature on leadership and crisis management. First, this study adds new insights suggesting how principals as leaders influence school performance during crisis. Second, by adopting a relational perspective, this study suggests two types of relational resources (i.e. employee trust and relational coordination), as the mediators between transformational leadership, school performance and principals' work alienation. Third, this study moves the existing research on leadership during crisis forward by focusing on the functional effectiveness of leadership while focusing on the principals' work alienation during the pandemic.

KEPEMIMPINAN TRANSFORMASIONAL DAN EFEKTIFITAS ORGANISASI DI MADRASAH IBTIDAIYAH ZAINUL YASIN KOTA PROBOLINGGO

understands each other, complements each other, and provides freedom of opinion for the sake of mutual progress, of course it will make a company or institution a second home for its citizens, but if a leader in a company or an institution not playing a good role will certainly be a setback and destruction for the institution. Transformational leadership is the most common leadership model chosen by company or institutional leaders. This research uses qualitative methods and literature studies, the aim of this research is to gain a better understanding of the concept of transformational leadership and organizational effectiveness at Madrasah Ibtidaiyah, Probolinggo City. And the result is that the Principal always motivates teachers to improve their performance, including holding educational seminars, freedom of opinion for the sake of school progress, collaborating with teachers so that students become better and the school also progresses.

Transformational Leadership in Human Resource Management: A Bibliometric Analysis of Academic Research on its Impact and Organizational Implications

The present study offers a thorough bibliometric analysis of scholarly literature pertaining to the subject of "Transformational Leadership in Human Resource Management". The objective of this study is to examine the influence of transformational leadership within the context of human resource management (HRM) and its consequences for organizations. By employing a bibliometric methodology, a comprehensive dataset comprising peer-reviewed articles, conference papers, and other scholarly publications was compiled through data collection from diverse academic databases. The analysis elucidates the trends and patterns observed in the research, encompassing aspects such as the frequency of publications, growth patterns, and the extent of collaboration among authors and institutions. The study focused on the identification and comprehensive analysis of key themes and sub-topics pertaining to the concept of transformational leadership within the field of Human Resource Management (HRM). Moreover, the present study examines the spatial distribution of scholarly research and underscores the areas that have made the most noteworthy contributions. The results of this study illustrate the escalating fascination with transformational leadership in the field of human resource management (HRM) over time, suggesting its expanding significance in the realm of organizational leadership methodologies. This study investigates the effects of transformational leadership on different human resource management (HRM) functions, including employee motivation, job satisfaction, and performance. It aims to provide insights into the beneficial impact of transformational leadership on organizational outcomes.
 Keywords: Transformational Leadership; Human Resource Management; Organizational Implications

Transformational Leadership Behaviors and the Intrinsic Motivation of Employees in Turkey: The Role of Psychological Empowerment and Demographics

Transformational leaders make a difference in organizations by inspiring and motivating employees. This makes the concept of transformational leadership a significant area of research. This article investigates the relationship between transformational leadership, psychological empowerment and intrinsic motivation in the Turkish workplace. The mediating role of psychological empowerment is also examined. Data was collected from 315 participants working in different sectors in Turkey and analyzed. We found that the transformational leadership behaviors of managers had a positive effect on psychological empowerment and intrinsic motivation. Moreover, the relationship between transformational leadership and intrinsic motivation was fully mediated by psychological empowerment. The article also tests whether employees’ perceptions of transformational leadership, psychological empowerment and intrinsic motivation change according to demographics or not. The present study provides a comprehensive perspective on the psychological and motivational effects of leaders on employees. Keywords: Transformational leadership, Psychological empowerment, Motivation.

The Moderating Effect of Transformational Leadership on the Relationship Between Entrepreneurial Orientation and Performance of Manufacturing Firms in Nairobi County

Transformational leadership is an enabler of improved organizational work efficiency, enhanced job satisfaction and organizational performance. In theory, transformational leadership is positively correlated with a variety of organizational outcomes. The current study sought to establish the moderating effect of transformational leadership on the relationship between entrepreneurial orientation and manufacturing firms’ performance in Nairobi County, Kenya. This paper was anchored on the positivism world view and was quantitative in nature. The research design was explanatory design to show cause and effect relationships and the strategy for inquiry was a survey strategy. The independent variable was entrepreneurial orientation with the dependent variable being firms’ performance whereas the mediator was networking capability with the moderator being transformational leadership. The study utilized Hayes Model 59 using PROCESS Macro Version 4.0 for multiple regression analysis. Results on interaction further indicated that transformational leadership had a moderating effect on the relationship between entrepreneurial orientation and enterprise performance with β = .03, p = .005. The study concluded that, transformational leadership had varied moderating effects on the relationship between entrepreneurial orientation and manufacturing firms’ performance. It was the recommendation of this study that for manufacturing firms to better enhance sustainable performance and gain competitive advantage, they should not only adopt entrepreneurial orientation as a strategy but they should also infuse the concept of transformational leadership hence increased improvement.

Why Do We Need to Examine Leadership Concepts and Styles in Finance? Literature Overview

In the contemporary world, leadership concepts are associated with managerial literature. As a rule, scholars define a leader as a person with a certain set of positive characteristics that enable them to lead people and contribute to the successful development of a company. However, the concept of financial efficiency has to be factored into the effective developmentof a company. At the same time, personal characteristics of top managers, such as overconfidence, narcissism, excessive risk-taking, usually have a negative connotation in financial literature.
 This review includes a study of the development of various leadership concepts in management-related literature. The leader’s main personal characteristics are highlighted according to the literature. It also explores the relationship between the concepts of a leader and a manager. The literature devoted to the relationship between the concept of a transformationalleader and company performance has also been studied. The key conclusion of this literature review is that certain personal characteristics of top managers can have a positiveeffect on a company’s performance if they are considered from the point of view of transformational leadership. This confirms the need for a deeper study of the relationship between managers’ personal characteristics and a company’s financial efficiency, especially in the context of sustainable development and the concept of transformational leadership.

Ravnoteža poslovnog života i transformaciono liderstvo kao prediktori zadovoljstva poslom zaposlenih

The main aim of the present study is to examine the relationship between work life balance, transformational leadership and job satisfaction of employees among information technology (IT) employees in South India. There are very limited number of studies that have focused on the effects of work life balance and transformational leadership on job satisfaction among IT employees. The data for the study was collected using structured questionnaires from 250 employees working in the Indian IT sector. Statistical Package for Social Sciences (SPSS) application was used to conduct reliability, descriptive, correlation and regression analyses on the collected data. The findings suggested that transformational leadership and work life balance have a positive and significant effect on an employee's job satisfaction. The study recommends strategies for increasing employee satisfaction by formulating policies to ensure work-life balance and encourages IT organisations to provide transformational leadership training for managers to improve transformational leadership skills, such as maintaining good employee relationships by supporting employees in professional and personal matters. This article examines the concept of transformational leadership in its totality; however, additional research is necessary to determine the effects of various dimensions of transformational leadership on employee job satisfaction.

A Study of Transformational Leadership Behavior and Employee Performance in Chinese Futures Firms

This study purpose is to propose that transformational leaders provoke organizationally beneficial behaviours (e.g., better task performance and helping behaviours) in their followers by igniting their followers’ commitment to work with various behaviours. Employees who are motivated by transformational leaders are more likely to be immersed in their work, and organizational commitment will lead to better task performance. In this study, we used a quantitative research method. The design of this study collected data on the relationship between transformational leadership, employee performance, and organizational commitment from 750 employees in ten futures companies in five cities, Shanghai, Beijing, Guangzhou, Shenzhen, and Chengdu, China, through interviews and questionnaires, and used multiple regression tests and structural equation modelling techniques to validate the results. After discussing the concept of transformational leadership and its dimensions, as well as the idea of employee performance and organizational commitment and their influencing factors, the findings confirmed a correlation model between transformational leadership, employee performance, and organizational commitment and further assessed the correlation among the three and argued that they showed a positive correlation. Through questionnaire survey and data analysis, the influence paths and intensity of influence are clarified, the theoretical model is further revised, and the modelling foundation is solidified to provide a theoretical basis for research related to employee job performance in Chinese futures companies. For the theoretical and practical implications, this study contributes to the research on leadership during the transition period of China’s futures industry and analyses its impact on job performance indicators.

From Vision to Reality: A Holistic Examination of Transformational Leadership as a Catalyst for Cultivating Organizational Culture in Pesantren

The focus of the study is the concept of transformational leadership and its influence on nurturing a strong and cohesive organizational culture within Pesantren. This article examines the key dimensions of transformational leadership and their role in cultivating a supportive environment that aligns with the vision and values of Pesantren through a comprehensive review of scholarly literature and empirical studies. The findings demonstrate the importance of visionary leadership, inspirational motivation, intellectual stimulation, and individualized consideration in fostering positive organizational culture change. In addition, this article proposes strategies and recommendations for Pesantren leaders to harness the potential of transformational leadership in order to establish a sustainable and flourishing organizational culture. This research contributes to the existing corpus of knowledge on leadership and organizational culture, particularly in the context of Pesantren, and offers educational leaders and policymakers valuable insights.

A Phenomenological Investigation of Person-Organizational Fit: Characteristics and Leadership Styles

Theoretical framework: Mergers and acquisitions have become an important strategy used by companies to achieve certain organizational goals. However, people-organization fit issues will occur during the post-merger or post-acquisition. Design/methodology/approach: The method used in the research was carried out using a qualitative-phenomenological approach. Choice of method contributes to M&A knowledge. Using a phenomenological approach, this study incorporates detailed nuances into our understanding of the role of leadership during M&A through an experienced perspective. Thus, a deeper descriptive exploration of the topic can be obtained. Findings: In this study, it is stated that the success of mergers and acquisitions is influenced by the role of the leader before, during and after the merger/acquisition is carried out. This study argues that the lack of attention to the leadership aspects of M&A creates a knowledge gap, where little is known about the role of leadership during M&A, as well as its role in ensuring a favorable organizational climate for creating employee person-organizations that are appropriate to the post-M&A process. Research, Practical & Social implications: Previous studies have stated the importance of leaders to help organizational members achieve person-organization fit. The relationship of person-organization fit after the acquisition process has also been investigated. Originality/value: This study concludes that in general an effective leadership style in the M&A process tends to be Transformational. One of the effective leadership styles told by the informants is the leader's ability to be able to provide motivation, which is in line with one of the "4I" concepts of Transformational leadership, namely Inspirational motivation.

YÖNETİCİLERİN DÖNÜŞTÜRÜCÜ LİDERLİK DAVRANIŞLARININ ÖRGÜTSEL SESSİZLİK VE ÖRGÜTSEL ADALET İLE İLİŞKİSİ

Bu çalışmanın temel amacı, yöneticilerin dönüştürücü liderlik davranışları ile örgütsel sessizlik ve örgütsel adalet arasında ilişki olup olmadığını, varsa ilişkinin yönünü ve gücünü belirlemektir. Ayrıca bu çalışmada yöneticilerin dönüştürücü liderlik davranışlarının örgütsel sessizlik ve örgütsel adalet üzerine etkisi de incelenmiştir. Bu amaçla mevcut araştırma; dönüştürücü liderlik, örgütsel sessizlik ve örgütsel adalet değişkenlerini ele alarak ilgili alana katkıda bulunmaktadır. Örgütlerin içinde bulunduğu çevrenin değişmesi, teknolojik, ekonomik ve kültürel değişiklikler örgütleri değişime mecbur hale getirmektedir. Bu durumla beraber örgütlerde değişimi yönetecek liderlere ihtiyaç duyulmaktadır. Bu gelişmeler dönüştürücü liderlik teorisinin ortaya çıkmasına sebep olmuştur. Dönüştürücü liderlik kavramı yirminci yüzyılın son çeyreğinde ortaya çıkmış olan, literatürde dönüştürücü ya da transformasyonel liderlik olarak da kullanılan bir kavramdır. Örgütsel sessizlik çalışanların işle ilgili kaygılarını, fikir ve düşüncelerini bile bile dile getirmemeleri veya içinde saklamaları şeklinde tanımlanmıştır. Örgütsel adalet, adil bir yönetim sayesinde çalışanların kendilerine saygı duyulduğunu ve değer verildiğini hissetmesi ile örgüt içerisinde oluşan olumlu adalet algısını ifade etmektedir. Araştırma Doğu Anadolu Bölgesi’nden seçilmiş bir Büyükşehir Belediyesi bünyesindeki 478 çalışandan anket yöntemi ile verilerin alınarak analiz edilmesi sürecinden oluşmaktadır. Sonuçlara göre yöneticilerin dönüştürücü liderlik davranışının örgütsel adalet üzerinde olumlu yönde, örgütsel sessizlik üzerinde olumsuz yönde bir etkiye sahip olduğu gözlenmiştir. Yöneticilerin dönüştürücü liderlik davranışı ile örgütsel sessizlik arasında negatif yönlü, örgütsel adalet ile pozitif yönlü ilişki olduğu tespit edilmiştir.

KONSEP KEPEMIMPINAN TRANSFORMASIONAL PERSPEKTIF ISLAM

The article aims to find the concept of transformational leadership in the teachings of Islam. This study uses a library research approach by using books as the data source and with a qualitative research approach. The data collected and studied is data taken from data sources in the form of books, journals and articles or writings relating to transformational leadership. This study resulted in the following findings: 1) the concept of transformational leadership from an Islamic perspective as a leadership model that was born out of dissatisfaction/crisis of belief in the existing leadership model due to the death of the Prophet Muhammad. 2) based on the elements of the characteristics of leadership behavior possessed by transformational leadership, it is substantially the same as prophetic leadership.

The Impact of Transformational Management Leadership on Organizational Creativity among Tikrit University Scientific Department Heads

This study aims to identify the role of transformational leadership in promoting organizational creativity among the heads of scientific departments at Tikrit University, and the impact of the dimensions of transformational leadership (intellectual arousal, intellectual consideration, and inspirational motivation) in promoting organizational creativity. The study sample amounted to (120) members from Heads of scientific departments at the University of Tikrit, where the descriptive analytical method was relied on, based on a questionnaire with good psychometric characteristics. The results of the study showed that the general average of transformational leadership came at an average importance level of (2.96), and the results of the study showed an average level of organizational creativity. Among the heads of scientific departments at the University of Tikrit, the results also showed a statistically significant effect of all dimensions of transformational leadership in enhancing organizational creativity, as the dimensions of transformational leadership explained the value (64%) of changes in organizational creativity, and the results showed that the level of transformational leadership as well as the level of Organizational creativity does not differ according to demographic variables: gender, college, academic rank, years of experience, age, and country of obtaining the last degree. A number of recommendations were presented that consolidate the concept of transformational leadership at the university and enhance the process of organizational creativity among the heads of scientific departments at the University of Tikrit.

How Enhance the Role of Managers Use Transformational Leadership Practices

The major objective of this current paper is transformational leadership in the context of other leadership styles and its importance in corporate practice. The theoretical part defines the concept of leadership and its relationship of management, describes the key theories of leadership that have gradually emerged in history, and later focuses on transformational leadership as the most effective of these styles. Based on the results of the research on selected banks in Iraq, we recommend to its managers specific training of transformation leadership, which can lead to an increase in the performance of subordinates. The manager should be interested in how things are seen by the subordinate, even if he does not always decide. Employees should be directly encouraged to comment on the issues. This will make them feel needed and increase their satisfaction. Increase the theoretical knowledge of managers in the field of transformation leadership and its relation to the performance of subordinates. Managers should understand the concept of transformational leadership and its importance.

The Impact of Transformational Leadership on Organizational Commitment and Intention to Stay: Empirical Evidence From China's Performing Arts Industry.

As part of the cultural industries, performing arts has been playing an important role in enriching people’s spiritual life, leveling culture and education, creating jobs, and even making economic benefits. Hence, a significant methodology is required to tackle the complicated concepts of transformational leadership (TL) and social factors in an arts industry context. This article aims to observe the direct impacts of TL on organizational commitment (OC). Furthermore, it examined the indirect effects of TL on OC and intention to stay (ITS) via person–job fit (PJF), social capital (SC), and psychological capital (PC). According to the results of this research, TL was discovered to have a positive impact on OC and PJF while having no significant effect on ITS. Furthermore, PJF had a significant impact on SC. Moreover, SC significantly influenced PC. In addition, PC was discovered to be in a significant correlation with OC while having no significant association with ITS. Finally, OC was also in a significant relationship with ITS.

Dampak implementasi Sistem Perbendaharaan dan Anggaran Negara terhadap kinerja pegawai: pengujian model unified theory of acceptance and use of technology generasi ketiga

The State Treasury and Budget System (SPAN) is one of digital electronic government (e-government) platforms which is implemented massively by the Government of the Republic of Indonesia as part of the development of the Integrated Financial Management Information System (IFMIS). Some studies to measure the acceptance and success model of the system implementation are mostly only focusing on user behavior parameters of information systems. These studies have not addressed the performance parameters. Within the eight-year implementation of SPAN, only few researchers conducted empirical studies to prove its impact on employee performance. The Unified Theory of Acceptance and Use of Technology (UTAUT) 3’rd Generation model is the next model for measuring the information system acceptance and success that links to various endogenous job performance variables. The model compares the increasing ability to use technology features (feature-level use), which results in the concept of transformational leadership to achieve performance. This study aims to prove the success of SPAN implementation using the UTAUT 3’rd Generation model which has been modified. The sampling method in this study used a survey with a questionnaire tool. The samples that were successfully obtained from 171 respondents who are officers in the Head Office of the Directorate General of Treasury, Regional Office of the Directorate General of Treasury, and KPPN throughout Indonesia. Hypothesis was tested with the Outer and Inner models Structural Equation Modelling (SEM) Partial Least Squares (PLS). The results of this study indicates that the variable feature-level use is proven to intervene the positive influence of facilitating conditions and behavioral intentions on job performance. The variable of habit has no effect on the feature-level use. The transformational leadership also has no moderate impact on habits and the feature-level use.