Dimensions Of Transformational Leadership Research Articles

The Effect of Transformational Leadership on Crisis Management at Al-Thawra General Hospital Authority, Hodeidah Governorate, Republic of Yemen

This study aimed to investigate the impact of transformational leadership on crisis management at Al-Thawra General Hospital Authority in Hodeidah. It also explored potential variations in crisis management perception based on employee demographics (gender, qualification, job title, and experience). A descriptive analytical approach was employed. The target population consisted of all Al-Thawra Hospital employees (n=1362). A sample of 300 individuals (22%) was selected. A pilot study (n=30) assessed validity and reliability before main data collection. Data analysis using SPSS revealed a significant positive impact of transformational leadership dimensions on crisis management. Besides, during a crisis, male employees exhibited higher confidence in crisis response compared to females. Additionally, employees with less than five years of experience displayed a stronger perception of their ability to contribute to crisis management across various phases. Based on these findings, the study recommends that Al-Thawra leadership prioritize the development of transformational leadership skills and implement a comprehensive crisis management plan encompassing all crisis stages.

Exploration of The Principal's Transformational Leadership Style In Increasing Teacher Motivation

This research explores the transformational leadership styles that principals employ in an effort to increase teacher motivation. Using a qualitative approach, this study seeks to understand in depth how school principals apply transformational leadership dimensions, such as idealistic influence, inspirational motivation, intellectual stimulation, and individual consideration, and analyze the impact on teacher motivation in carrying out duties and responsibilities. Data will be collected through participatory observations within the school environment, in-depth interviews with principals, teachers, and other stakeholders, as well as documentation studies of related documents. Data analysis will be carried out inductively, by identifying patterns, themes, and relationships that arise from the data obtained. This research is expected to provide a more comprehensive understanding of the implementation of transformational leadership styles by school principals in the context of education in Indonesia. Research findings can be a reference for school principals and other education stakeholders in formulating strategies and policies to increase teacher motivation, ultimately contributing to improving the overall quality of education.

Influence of Headteachers' Transformational Leadership Attributes on Academic Performance: A Case of Private Secondary Schools in Uganda

School demographics have changed in recent decades, and so has the type of leadership needed to successfully lead the rapidly changing schools of this Century. School leadership shapes all other variables such as good curriculum, quality teaching, and academic performance. This study was carried out in selected private secondary schools in Uganda. After the realization that investment in private secondary schools exposed the decline of previously well-performing public schools and contributed to the rise of some private schools. The aim was to establish the influence of transformational leadership on academic performance in private secondary schools among other influencers of school effectiveness. A multi-leadership questionnaire was used to gather information from 276 schools, 425 teachers and Directors of studies in the central region of Uganda because this region has the majority of performing, average and underperforming schools. It also has schools in Urban, Rural and semi-urban and it is considered to be the epicentre of educational institutions in the country. Multiple regression analysis was performed to determine the influence of headteachers’ transformation leadership attributes on academic performance at UCE and UACE in private schools for the year 2017-2019. The findings indicated that the headteachers’ transformational leadership attributes of Idealized influence and Inspirational motivation influence academic performance with standard beta coefficients of 0.154 and -0.140 which suggested that that a unit increase in Idealized influence increases academic performance at UCE by 15.4% in private schools in Uganda while a unit increase in Inspirational motivation decreases academic performance at UCE by 14.0%. At UACE idealised influence and Intellectual stimulation were found to have a significant relationship with UACE performance in private secondary schools in Uganda. The standardized beta coefficients for Idealized influence and Intellectual stimulation were -0.144 and 0.129 respectively suggesting that a unit increase in Idealized influence decreases academic performance at UACE by 14.4% in private secondary schools in Uganda while a unit increase in Intellectual stimulation increases academic performance at UACE by 12.9%. The study concludes that transformational leadership has a significant influence on academic performance in private secondary schools. The study recommends that policymakers and investors in Uganda's Education System should closely monitor the school's alignment with the transformational leadership practices for sustainable academic performance in private secondary schools

The Impact of Transformational Leadership on Knowledge Sharing: A Conceptual Framework

Knowledge is the most valuable asset for organizations seeking sustainable competitive advantage. Thus, knowledge sharing is essential to maintaining an organization’s productivity and performance. This paper explores the dimensions of transformational leadership to promote knowledge sharing to examine leaders’ behaviors in organizations. This paper discussed new combined transformational leadership with six dimensions: idealized influence, inspirational motivation, intellectual stimulation, individualized consideration, empowerment, and personal recognition. These dimensions have the potential to influence knowledge sharing. By drawing on various previous studies, the paper constructs a conceptual framework and formulates six propositions to further address the impact of transformational leadership on knowledge sharing within organizations.

Perceived Organisational Support, Transformational Leadership and Organizational Performance: Perspectives of Hospitality Industry in Malaysia

Leadership studies within the field of business research in Malaysia and around the globe are expanding rapidly but remain divided and inconclusive. The hospitality industry provides significant contributions to Malaysia’s economy, reflecting its financial standing. Therefore, this paper intends to analyze the most recent research breakthroughs linked to transformational leadership and organizational performance in Malaysia’s hospitality industry, as well as to put forward recommendations for potential mediating or moderating variables. Past literature confirms that practicing and exhibiting transformational leadership qualities is relevant for hospitality leaders. Furthermore, it suggests that transformational leadership dimensions may significantly contribute to organizational performance. Finally, this study concludes that POS could bridge the gap in existing research on the relationship between transformational leadership towards organizational performance. This study strongly postulates that by examining the role of POS in different contextual studies, it is highly anticipated that the direct links between transformational leadership and the performance of an organization can be enhanced. Furthermore, implications and recommendations are also discussed.

A Critical Investigation into Transformational Leadership and Its Relevance to Universities in China

At present, transformation and innovation have become an important topic for the development of schools. Transformational leadership is a significant driving force in school reform and development. The management of Chinese universities has to transform to adapt to the rapidly changing social environment. This paper focuses on the intention and effectiveness of transformational leadership, and how it can be applied to improving the school management of Chinese universities. Firstly, the paper discusses the concept and main dimensions of transformational leadership. Secondly, the role of transformational leadership in the school is analyzed from three aspects, which are students, teachers, and school organization. Next, the paper discusses the limitations of transformational leadership. Subsequently, the paper shows the current situation and main problems of the school management of Chinese universities. Lastly, the paper gives suggestions to school management of Chinese universities in the light of transformational leadership based on previous studies.

Transformational leadership: the role of the leader in building high performance teams

This article proposed a critical analysis of transformational leadership, highlighting its relevance and limitations in various organizational contexts. The main objective was to explore the applicability of this leadership approach, identifying conditions under which it proves effective or faces practical challenges. The theme encompasses an in-depth review of the theoretical framework, focusing on the dimensions of transformational leadership, its contextual application, and the resulting impact. The adopted methodology is based on a thorough bibliographic research, utilizing key works by renowned authors such as Bass (1985), Burns (1978), Avolio (2004), and others, more recent, that align with the ideals of earlier authors. The theoretical analysis aimed to comprehend the nuances of transformational leadership, considering factors like variability in followers' expectations and adaptability in different organizational environments. The results present perspectives derived from critical synthesis, highlighting not only the positive contributions of transformational leadership but also its limitations. The contextualized analysis underscored the importance of adaptability in this leadership style given the diversity of profiles within teams. The conclusion emphasized the need for a strategic and adaptive approach in applying transformational leadership, recognizing its potential positive impact while considering practical challenges that may arise in specific organizational scenarios. This research, therefore, contributed to the development of more contextualized and adaptable approaches, providing practical guidance for leaders and managers in the contemporary landscape.

For whom the bell (really) tolls: A grounded theory of millennial academic supervisors’ sensemaking of communitarian values as a springboard to enrich their transformational leadership attributes

ABSTRACT The emergence of millennials in strategic positions of academic organizations paved the way for a peculiar execution of leadership practices due to their work ethic and generational stereotypes. Scholars argue that one of the neo-charismatic modalities that they embrace is transformational leadership. By and large, the said leadership paradigm becomes a multifaceted phenomenon if viewed from the specific generational and professional lenses. There is a paucity of studies that discovers its translation on developing countries that imbue a communitarian schema of values. Through a Glaserian grounded theory, the qualitative inquiry purported to provide a model which would uncover the process of sensemaking of communitarian values to enrich the transformational leadership attributes of the millennial academic supervisors. Twenty (20) information-rich cases from various comprehensive universities in the Philippines participated in the inquiry. Interestingly, the study revealed four (4) distinct yet interwoven stages of Build up, Engage in, Lean on, and Live through. The ‘BELL Model of Culturally Sensitive Transformational Leadership Attribute Enrichment among Millennial Academic Supervisors’ can serve as a pragmatic framework that could assist the teacher-leaders hailing from communitarian societies with a scaffolding that resonates with their modern-day sensibilities and celebrates their indigeneity.

Influence of Transformational Leadership, Organizational Commitment, and Work Engagement on Employee Performance: A Comprehensive Study

Purpose: The purpose of this study is to investigate the influence of transformational leadership on organizational commitment, work engagement, and employee performance within the context of the Indian IT Companies. The study aims to understand the direct and indirect effects of transformational leadership and identify key factors contributing to enhanced employee performance.
 Study Design/Methodology/Approach: The study adopts a quantitative approach, utilizing survey data collected from 225 permanent employees of Indian IT Companies. The research employs SPSS for data analysis. The survey instruments are designed to measure transformational leadership, organizational commitment, work engagement, and employee performance. The study employs descriptive statistics to analyze the relationships among these variables.
 Findings: Transformational leadership demonstrates a direct and significant positive impact on employee performance. The influence of transformational leadership on employee performance is further strengthened through increased work engagement. Surprisingly, organizational commitment does not have a direct effect on employee performance in this context.
 Originality/Value: This study contributes to the existing literature by highlighting the specific dimensions of transformational leadership that significantly impact employee performance within the Indian IT Companies. The emphasis on the idealized influence dimension underscores the importance of trust-building in leadership. The findings provide valuable insights for organizational leaders seeking to enhance employee performance through effective leadership strategies, particularly in the context of the Indian IT Companies.

Transformational leadership and employability among support staff workers with long tenure.

In the changing world of work, there is an urgency to gain insight into determinants of the employability among support staff workers with long tenure whose functions may become outdated as their competencies may no longer match the requirements of future jobs. The specific aim of this study was to investigate the relationship between transformational leadership and employability. Support staff (n = 236) from a university participated in an online questionnaire focusing on five dimensions of employability (occupational expertise, anticipation and optimization, personal flexibility, corporate sense, and balance) and transformational leadership (identifying and articulating a vision, providing an appropriate model, fostering the acceptance of group goals, providing individual support, and intellectual stimulation. Identifying and articulating a vision (β= 0.247, p < 0.001), providing an appropriate model (β= 0.196, p = 0.002), fostering the acceptance of group goals (β= 0.298, p < 0.001) and providing individual support (β= 0.258, p < 0.001) were associated with higher balance scores. No significant associations were found between the transformational leadership subscales and the other dimensions of employability. The current study found that just one specific dimension of transformational leadership was associated with only one aspect of employability for our target group of long-term employed support staff workers with a high level of job security.

Toward Digital Transformation Adoption: A Conceptual Framework from Transformational Leadership Perspective

Digital transformation is about transforming processes, business models, domains, and culture. Studies show that the failure rate of digital transformation is quite high up to 90%. Studies show that the transformational leadership model has a significant impact on digital transformation adoption. This paper identifies the positive and negative attributes of transformational leadership including the components that support and are affected for successful adoption of digital transformation. Furthermore, the paper combines several findings related to the attributes and components in the form of a conceptual framework. The conceptual framework can serve as a guide for organizations for their digital transformation journey.

A Conceptual Paper on the Relationship between Transformational Leadership and Employee Engagement

The importance of a transformational leader's capabilities is beyond direct guidance, rather it extends towards securing lasting outcomes and sustained performance. Considering multiple facets of enhancement are inevitable, the various dimensions of transformational leadership enable scholars and industrial practitioners to pinpoint the pivotal aspects of transformational leadership responsible for employee engagement. Expanding on existing theories, it becomes vital to establish the traits of transformational leadership that significantly influence an employee engagement. Thus, this conceptual paper shall fortify the theoretical structure by investigating the relationship of transformational leadership (idealized influence, individualized consideration, inspirational motivation, intellectual stimulation, employee appreciation, performance expectation) and the correlations towards employee engagement, through comprehensive literature reviews, validating the significance of the relationship. From the findings of this study, the relationship between transformational leadership and employee engagement was justified to be significant. Future studies may leverage the expanded framework proposed in this conceptual paper to conduct quantitative studies in specific geographic areas or industries, further validating the effectiveness of these variables.

Transformational Leadership of the School Heads and Physical Education Teachers' Self-Efficacy from Selected Private and Public Universities

This paper investigate and analyze 177 PE teachers from five universities in Hubei Province (two public and three private schools) to verify whether the School heads transformational leadership can be a predictor of improving PE teachers' self-efficacy. This paper also discusses whether there is a difference between transformational leadership and self-efficacy when teachers are grouped according to gender, teaching year, education, teacher title, and type of school. The results show that higher titles, higher education backgrounds, and public school teachers have higher levels of perception of transformational leadership and self-efficacy. The perception of transformational leadership and self-efficacy is not influenced by gender and teaching years. Meanwhile, School heads four dimensions of Transformational leadership are positively correlated with PE teachers' self-efficacy in different dimensions. The regression model showed that different dimensions of transformational leadership predicted teachers' self-efficacy. Among them, Inspirational Motivation (β=0.330), Individualized Consideration (β=0.303), Idealized Influence (β=0.227), and Intellectual Stimulation (β= 0.134). Fostering teachers' sense of belonging to the school, increasing the importance of school physical education, establishing timely and effective communication, and making teachers acknowledge the purpose of school education is the essence of transformational leadership.

An exploration of the role of transformational leadership in times of institutionalization of change

In order to adapt to an increasingly competitive world, organizations need to continuously change, yet the success of the change is conditioned by its institutionalization. The institutionalization of change is the key factor to perpetuate sustainable changes. Based on the exploration of the role of transformational leadership in times of (institutionalization of) change, the objective of this study is to analyze the contribution of the components of transformational leadership on the institutionalization of change within a Lebanese private university Redundancy, engaged in an accreditation process. Through a qualitative method on a single case study, based on semi-structured interviews conducted with 15 senior executives occupying key positions in the studied university and through 15 focus groups with 85 faculty members from four disciplinary fields, we explored the role of each of the four dimensions of transformational leadership in times of institutionalization of change. Our findings highlight the essential role of intellectual stimulation and inspirational motivation of transformational leadership, while the two other dimensions, idealized influence and individualized consideration, play a limited role in the university context of institutionalization of change. Moreover, individual recognition and idealized influence are essential to convince all members of the need for change and involve them in the accreditation process. This study allows us to understand the role of each of the transformational leadership dimensions in order to promote and escort institutionalization of change within high education sector.&#x0D; Received: 16 June 2021Accepted: 20 June 2023

Dimensions of Transformational Leadership in Improving the Competitiveness of Islamic Education Institutions

This study aims to describe how the Head of Madrasah performs the dimensions of transformational leadership through the Quran learning program to improve competitiveness in Madrasah Ibtidaiyah (MI) Islamiyah Ngoro Jombang. This research used the field and case study qualitative methods. The research results show that this leadership dimension includes the following: (1) idealized influence: socializing the vision, mission, and goals of Quranic learning consistently; (2) inspirational motivation: inspiring and motivating the performance of educators to consistently maintain the quality of Quranic learning; (3) intellectual stimulation: understanding internal weaknesses and external threats from various perspectives to find solutions; and (4) individualized consideration: receiving suggestions, criticisms, and complaints about the Quranic learning process and having direct dialogue with educators and parents. Implementing transformational leadership in madrasah, especially in Quranic learning, can improve the competitiveness of educational institutions. These transformational leadership attitudes make a significant contribution to developing Islamic educational institutions and increasing their competitiveness.

Transforming Leadership, Effective Communication, And Patient Safety Culture: The Role Of Trust Among Hospital X East Jakarta Nurses

The importance of leadership and communication styles in upholding a safety culture in a health service. This research aims to analyse the influence of transformational leadership effective communication on patient safety culture with trust as mediation in nursing personnel in general hospital X. This study used a questionnaire involving 98 respondents with a cross-sectional quantitative research design using Structural Equation Modeling (SEM) with Smart Partial Least Square (PLS) software. The results of the study found that transformational leadership has a significant effect on patient safety culture, then effective communication has a significant effect on patient safety culture. Where the highest dimension of transformational leadership is inspirational motivation (89.9%), the highest dimension of effective communication is context (86.8%), the highest dimension in patient safety culture is a non-punitive response to error incidents (79.6%), while the highest dimension of trust is integrity (85.5%). The research concludes that transformational leadership and effective communication exert influence on trust-mediated patient safety culture

Transactional Leadership Style and Job Satisfaction among Multimedia University Employees, Nairobi - Kenya

This study explores the transactional leadership styles and job satisfaction among the employees of the Multimedia University of Kenya (MMU) of Kenya. A descriptive survey research design was used. The study was guided by contingency leadership theory. Out of 386 employees of MMU, 197 supervised employees and 115 supervisor samples were drawn. This represented 83% of the total population was issued with a questionnaire. Purposive sampling was used to select the study location and the study population, while stratified random sampling was used to select the individual respondents. Two sets of structured questionnaires were used to collect data: the supervised employees’ questionnaire and the supervisors’ questionnaire. Data was analysed using Statistical Package for Social Scientists (SPSS) version 26.0. The study found that supervised staff felt that their supervisors sometimes practised transactional leadership through contingent reward and management by exception. This study recommends that leaders identify individual uniqueness, link the individuals’ current needs to the organisation’s needs, provide coaching, mentoring and growth opportunities, and implement a leadership that contains a mix of transactional and transformational leadership attributes. This will help design leadership development interventions for developing the capacity of managers to apply the leadership styles that are most likely to elicit employee job satisfaction and, therefore, contribute to its effectiveness.

To Evaluate the Dimensions of Transformational Leadership and its Impacts on Performance of Employees

To Evaluate the Dimensions of Transformational Leadership and its Impacts on Performance of Employees

Citizenship Pressure in Non-formal Education Organizations: Leaders' Idealized Influence and Organizational Identification

&lt;p style="text-align: justify;"&gt;Educators in non-formal education organizations are often expected to display values of volunteering and giving to the community. These contributions, which are beyond the call of duty, are defined as organizational citizenship behavior (OCB). When such behavior is performed as a result of pressure rather than out of free will, that pressure is defined as citizenship pressure (CP). Building on the job demands-resources theory, the study examined a moderator-mediator model at the team level construct, to explore whether team CP mediates the relationship between both idealized influence behavior and idealized influence attributed (transformational leadership dimensions) and team OCB, and whether that mediation is moderated by organizational identification. The study sample consisted of 75 teams of educators and their direct superiors, who work in 11 youth movements. Results show that the negative relationship between both idealized influence behavior and idealized influence attributed and team CP is moderated by organizational identification. Furthermore, results show a negative relationship between team CP and team OCB. Theoretical and managerial implications are discussed.&lt;/p&gt;

The Moderation Effect of Transformational Leadership between Teacher Innovation and School Effectiveness at Henan Finance University

This study aimed to examine transformational leadership in moderating teachers' teaching innovation and school effectiveness. The research involved 336 respondents from a total of 1118 academics from a faculty in private university, Henan. This crosssectional survey was conducted by using self-constructed questionnaires to measure school effectiveness and teacher innovation, while the Multi-factor Leadership Questionnaire (MLQ) was utilized to measure transformational leadership that comprises of four dimensions a.) idealized influence, b.) inspirational motivation, c.) intellectual stimulation, and d.) individual consideration. The statistical analysis involves descriptive analysis and linear regression analysis were used to describe and determine the effect of transformational leadership on teachers's innovation and school effectiveness. The results show that principal variegated leaders show a significant effects of transformatrional leadership on school effectiveness whereby individualized consideration is 0.111 (t=2.685, p&lt;0.01); intellectual stimulation is 0.108 (t=2.231, p&lt;0.05); inspirational motivation is 0.381 (t=6.690, p&lt;0.01); and idealized influence is 0.241 (t=4.007, p0&lt;0.01) respectively. However, only two dimensions of transformational leadership has significant effect on teacher innovation which are inspirational motivation 0.412 (t=7.562, p&lt;0.01), and idealized influence 0.280 (t=4.866, p&lt;0.01). Finally, intellectual stimulation and individualized consideration moderate between School effectiveness and Teacher innovation. These findings demonstrate that within a given organizational system, principal is able to exert specific leadership styles that profoundly influence school effectiveness and further enhance teacher innovation. Keywords: Transformational leadership, School effectiveness, Teacher innovation.