Effect Of Transformational Leadership Research Articles

The Impact of Job Satisfaction and Transformational Leadership on Turnover Intention of Front-End Employees at PT.XYZ

In an era of increasingly fierce and dynamic business competition, a strong drive and effort are needed to achieve success to become a winner in business competition. In the process, several factors cannot be separated, there is the human resource factor. Companies must improve the quality of human resources but also maintains the quantity of human resources supply ti maintain the stability of company’s performance. One of the obstacles that a company experiences difficulties or obstacles in the process of running its business is the high turnover rate within a company. Therefore, companies need to think about strategies to retain employees who have high-quality of performance and know what factors influence employees' intentions to leave the company. The purpose of this study is to determine the description of Job Satisfaction, description of Transformational Leadership and the description of Turnover Intention in Front End Employees at PT. XYZ, as well as a description of the effect of Job Satisfaction on Turnover Intention and a description of the effect of Transformational Leadership on Turnover Intention in Front End employees at PT. XYZ. in Indonesia. This research method was conducted with quantitative research - causality, with the population of Front-End permanent and contract employees at PT. XYZ with a minimum 3-month service period. This study uses data collection techniques through a questionnaire consisting of 41 questions regarding the variables studied and the number of samples determined by Slovin's formula of 178 respondents where the sample determination uses a Proportionate stratified random sampling technique. The data analysis technique uses Structural Equation Modelling (SEM) with Partial Least Squares (PLS) technique using SmartPLS software version 3.2.8. The results of hypothesis testing state that Job satisfaction (-0.246) and Transformational Leadership (-0.562) have a significant influence and have a negative effect on Turnover Intention. This highlights the importance of conducting a thorough review of company policies and strategies related to Job Satisfaction and the implementation of Transformational Leadership to reduce Turnover Intention of Front-End employees at PT.XYZ.

An analysis of transformative leadership impact on the students’ emotions and perceived cognitive learning

ABSTRACT This study utilized Emotional Response Theory to explore teachers’ embodiment of transformational leadership. Specifically, we explored how transformational leadership may be related to student emotions and their perceptions of learning. Results indicated that when students experience transformational leadership from their teachers their emotions are influenced. Transformational leadership demonstrated direct effects on student perceptions of learning. Indirect effects of transformational leadership, working through positive or negative emotions, were also observed. These results indicate that transformational leadership is one way that student emotions could be impacted by teachers. Finally, broader conceptualizations of student emotions may be appropriate when exploring student emotions.

Literature Review of Transformational Leadership: A Study of Effective Leadership Strategy

In the Industrial Revolution 4.0 and Society 5.0 era, companies face the challenge of continuously adapting and improving human resource competencies as the key to success. High team member performance is crucial and is influenced by transformational leadership. An in-depth understanding of effective leadership strategies supporting positive organizational transformation is important to study. Although previous research has explored transformational leadership, comprehensive analysis of leadership strategy variables that support transformational leadership effectiveness is still limited. This study seeks to fill this gap by profoundly analyzing the leadership strategy variables that are key to the success of transformational leadership. This study aims to explore and analyze the variables of effective leadership strategies, especially in the context of transformational leadership. This research uses a qualitative approach by reviewing 10 related journals, consisting of 7 national and three international journals, published in the last 5 years (2018-2023). The data processing technique used content analysis to identify and examine leadership strategy variables that support the effectiveness of transformational leadership. The results revealed that effective communication, developing an inspiring vision, empowering employees, and establishing an organizational culture that supports change are key leadership strategy variables in supporting the success of transformational leadership. The findings of this study have important implications for management practitioners and policymakers in developing effective transformational leadership in organizations. Future research can explore the empirical impact of implementing leadership strategy variables on organizational performance.

Exploring the Influence of Digital Competence, Work-Life Balance, and Transformational Leadership on Teacher Productivity through Job Satisfaction in Rural Educational Contexts

This study explores the effects of digital competence, work-life balance, and transformational leadership on teacher productivity, with job satisfaction as a mediating variable, focusing on high school and vocational school teachers in Balige District, Toba Regency. Employing a quantitative explanatory approach, data were collected through a structured questionnaire using a Likert scale from 186 teachers and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The findings reveal that digital competence significantly enhances both job satisfaction and teacher productivity, with job satisfaction mediating this relationship. Similarly, work-life balance positively influences job satisfaction, which subsequently boosts productivity, though its direct effect on productivity was found insignificant. Conversely, transformational leadership does not have a direct or mediated influence on teacher productivity, suggesting potential contextual or cultural limitations in its application in rural settings. This research highlights the critical importance of fostering digital competence through targeted training and infrastructure development, as well as implementing policies that promote work-life balance to enhance teacher satisfaction and performance. The mediating role of job satisfaction underscores its centrality in translating individual and institutional factors into tangible productivity gains. While transformational leadership showed limited impact, it calls for further investigation into alternative leadership styles or enhanced alignment with rural educational contexts. This study offers valuable insights for policymakers and educational administrators seeking to improve teacher productivity and education quality in resource-constrained environments. Future research should address additional factors such as administrative support and community involvement to provide a more holistic understanding of productivity drivers in rural schools.

Pengaruh Kepemimpinan Transformasional Terhadap Perilaku Kerja Inovatif di Tempat Kerja: Efek Moderasi dari Dukungan Organisasi yang Dirasakan dan Keterlibatan Kerja: Studi Penelitian pada karyawan di PT.H

This study aims to examine the effect of transformational leadership on innovative work behavior, considering the moderating effects of perceived organizational support and work engagement among employees of PT.H. The research employed a quantitative method with SEM-PLS analysis, involving 57 respondents selected through purposive sampling. Primary data were collected using a questionnaire designed to measure the research variables. The results indicate that transformational leadership has a significant positive effect on innovative work behavior, suggesting that leaders who adopt this leadership style can encourage employees to innovate and contribute creatively in the workplace. However, the analysis also revealed that perceived organizational support and work engagement do not significantly moderate this relationship. This finding implies that, while support and engagement are important, the impact of transformational leadership on innovative behavior remains strong regardless of these factors. Understanding that transformational leadership can independently enhance innovative behavior, companies are advised to focus on strengthening leadership styles to create a work culture that supports innovation. This research also opens opportunities for further studies on other factors that might influence the relationship between leadership and innovation in organizational settings.

The Effect of Transformational Leadership and Career Management on Organizational Commitment with Job Satisfaction as an Interverning Variable

This study aims to analyse the effect of transformational leadership, career management on organisational commitment with job satisfaction as an interverning variable. The population of the study is active civil servants in the BP2MI environment, totalling 884 people (data as of December 2023). Determination of the number of research samples using the Slovin formula due to the limited and reachable population of 275 people. The sampling method used non-probability sampling with purposive sampling technique. This study uses a Structural Equation Model (SEM) approach with a measurement model using the Smart PLS version 3.2.9 programme. The results showed that Transformational Leadership had no significant direct influence on Organisational Commitment at BP2MI. Transformational Leadership had a significant direct influence on employee Job Satisfaction at BP2MI. Career Management had a significant direct influence on employee Job Satisfaction at BP2MI. Job Satisfaction had a significant direct influence on Organisational Commitment of employees at BP2MI. Job Satisfaction can mediate the effect of Transformational Leadership on Organisational Commitment at BP2MI. Job Satisfaction can mediate the effect of Career Management on Organisational Commitment at BP2MI.

Improving the Quality of Public Services: The Role of Transformational Leadership, Organisational Culture, and Work Engagement

This study aims to analyse the effect of transformational leadership, organisational culture, and work engagement on the quality of public services by considering the mediating role of organisational commitment and apparatus performance in the Majene Regent's Office. This research is motivated by the challenge of improving the quality of public services through optimising apparatus performance and forming high organisational commitment. Quantitative approach was used in this study with survey method and data collection through questionnaires involving employees in Majene Regent Office. The results showed that transformational leadership, organisational culture, and work engagement have a significant influence on organisational commitment, apparatus performance, and public service quality. In addition, organisational commitment and apparatus performance are proven to act as mediating variables that strengthen the relationship between independent variables and public service quality. This research provides practical implications in the development of leadership strategies and organisational culture that support improved performance and quality of public services. The main contribution of this research is to provide empirical evidence on the importance of synergy between transformational leadership, organisational culture, and work engagement in building organisational commitment and improving apparatus performance, which in turn contributes to better public service quality.

The effect of transformational leadership on teachers turnover intention in private colleges and universities – the mediating role of job satisfaction

The problem and the aim of the study. The problem of teacher turnover has always been one of the important challenges faced by the private education system. The universality of the research problem and the importance of the research object make it necessary for private universities to find appropriate ways to solve the problem. The author suggests that the method of transformational leadership should be used in private colleges and universities to form a scientific management model, so as to improve teachers' job satisfaction and reduce their turnover intention, and finally realize the healthy and sustainable development of private education. Materials and methods. Quantitative research is a universal scientific method to study real phenomena. The study was conducted on 870 teachers in private colleges and universities in China by convenient sampling. SPSS is a common method for quantitative research. SPSS is used for correlation analysis and difference analysis, Process plug-in is used to test the effect of data, and Bootstrap is used for further verification, because Bootstrap is an effective and accurate intermediary test method. Results. Demographically, there were no significant differences between gender and age in transformational leadership, job satisfaction and turnover intention (p> .050). Transformational leadership has a significant negative impact on teachers' turnover intention (B=- .341, p< .001). Job satisfaction has a significant negative effect on teachers' turnover intention (B=- .430, p< .001). Transformational leadership has a significant positive impact on the job satisfaction of teachers in private universities (B= .482, p< .001). Job satisfaction had a mediating effect between transformational leadership and turnover intention (B=- .134, p< .001). Conclusion. Transformational leadership can improve the job satisfaction of teachers in private colleges and universities, reduce their turnover intention. Under the management mode of transformational leadership, private colleges and universities can form scientific management mode. Less turnover intention can improve the stability of the teaching staff.

The impact of recognition, fairness, and leadership on employee outcomes: A large-scale multi-group analysis.

In the dynamic field of organizational behavior, comprehending the determinants of employee engagement, burnout, and job satisfaction is pivotal. This research investigates the influence of various workplace factors, such as recognition, fairness, leadership, and workload, on these key employee outcomes. Utilizing Partial Least Squares Structural Equation Modeling (PLS-SEM) for analysis, the study examines data from 25,285 employees. The results indicate that recognition significantly boosts employee engagement, while fairness and involvement also positively contribute, albeit to a lesser extent. Transformational leadership plays a dual role, enhancing engagement and reducing burnout. Notably, workload overload presents a nuanced impact, affecting both engagement and burnout. The study additionally reveals the detrimental effect of technological disruption anxiety on job satisfaction. A significant finding from the Multi-Group Analysis (MGA) is the varying impact of these factors between the private and public sectors, particularly in the context of transformational leadership's effect on burnout and the differential influence of workload on burnout. These insights are critical for formulating effective organizational strategies and policies, highlighting the need for customized recognition initiatives, equitable management approaches, and well-balanced workload allocation.

The Effect of Green Transformational Leadership, Work Stress and Work Discipline on Employee Performance Mediated by Organizational Citizenship Behaviour at J&T Cargo Banda Aceh

This research aims to analyze the influence of green transformational leadership, work stress and work discipline on employee performance at J&T Cargo Banda Aceh. Sampling used census techniques, with a sample size of 115 respondents. Data analysis in the research used partial least squares-structural equation modeling (PLS-SEM) with the help of the SmartPLS program. The research results show that green transformational leadership has a positive and significant direct influence on employee performance and work stress and work discipline have a direct influence on employee performance, however green transformational leadership has a very significant influence on organizational citizenship behavior, and work stress has a direct influence which is positive and significant on employee performance and organizational citizenship behavior. Our indirect analysis found that organizational citizenship behavior partially mediates the influence of green transformational leadership on employee performance and organizational citizenship behavior partially mediates the influence of work discipline on employee performance, but organizational citizenship behavior does not fully or partially mediate the influence of work stress on performance. employee at J&T Cargo Banda Aceh. These results have the implication that management must have the courage to publicly acknowledge green initiatives so that employees are aware of the importance of environmentally friendly and comfortable environments so that they can reduce the intensity of work stress, and managers are expected to be braver in taking action, new practices to improve the organization’s environmental performance in order to creating an environment that is healthy, safe and can provide comfort to every employee. As well as making other efforts such as approaching employees so that they can easily provide direction that is relevant to the conditions of the work environment.

Do assistive technologies moderate the effect of transformational leadership on the workplace well-being of disabled employees?

Do assistive technologies moderate the effect of transformational leadership on the workplace well-being of disabled employees?

Exploring the Impact of Transformational Leadership on Healthcare Quality Improvement

Introduction: Transformational leadership has also become a well-accepted means to improve quality of care in practice. What it means is that leaders need to lead with motivation and inspiration to embrace the changing landscape of the business world and instill this urge to achieve higher standards. The purpose of this study is to examine the effect of transformational leadership on healthcare quality improvement. Methods: A systematic literature review was performed, and articles were chosen from different electronic databases. Inclusion criteria had been studies that focused on transformational leadership and healthcare quality improvement. Fifteen articles were included in the analysis.Results: Overall the results indicated positive effects of transformational leadership regarding healthcare quality improvement across studies in hospitals, long-term care, and community health settings. The findings showed components of transformational leadership, like individualized consideration, inspirational motivation, and intellectual stimulation, were integral to facilitate the quality improvement initiative. They create an environment for healthcare teams to learn and collaborate, leading to improved patient outcomes and satisfaction.Conclusions: Caution about potential hidden variable persistency in research applications of this type should be applied. When organizations commit to transformational leadership, their healthcare environment can sustain continuous improvement. There is a need for additional study to determine how transformational leadership affects healthcare quality specifically and what solutions can be developed to determine its best application.

Transformational Leadership for Employee Commitment to Sustainable Practices: Mediating Role of Occupational Delight

Purpose: As organizations increasingly emphasize sustainability, understanding how leadership styles affect employee engagement becomes crucial. This research aims to analyze the effect of transformational leadership on employee commitment to sustainable practices, highlighting the mediating role of occupational delight. Methodology: This study adopted a causal-comparative research design and a quantitative approach. It collected data from bank employees with different job responsibilities and analyzed it using descriptive and inferential statistics following the PROCESS Macro. Findings: This study posits that transformational leadership enhances employee commitment to sustainable work practices towards sustainability by fostering occupational delight. The findings suggest that creating a work environment that promotes fulfillment can significantly contribute to sustainability practices. Originality/Value: This study concludes that effective leadership is essential for employees’ commitment and that leaders should follow transformational leadership. Further, the study integrated occupational delight into the relationship between transformational leadership and employees’ commitment to sustainable work practices. Implications: The study's findings and conclusion will help organizations develop a strategic leadership approach in the competitive business environment.

The Influence of Transformational Leadership And Organizational JusticeToward Organizational Commitment(A Case Study of Employees at X Principal Clinic and Laboratory in Bandung)

This study aims to analysethe influence of transformational leadership and organizational justice toward organizational commitment among employees at X Principal Clinic and Laboratory in Bandung. The transformational leadership is expected to enhance organizational commitment by increasing employee motivation and trust, while organizational justice is measured through distributive, procedural, and interactional justice. The research method used is a survey with a quantitative approach, where data is collected through questionnairesand interviews. The study population comprises all employees of the X Principal Clinic and Laboratory, and the data analysis techniques include validity tests, reliability tests, and multiple linear regression. The results show that both transformational leadership style and organizational justice have a positive and significant influence on organizational commitment, combined they contribute 86.6% to organizational commitment, while the remaining 13.4% is influenced by other variables that were not studied. An effective transformational leadership can enhance employees' emotional attachment to the organization, while perceived fairness in the organization can increase employees' loyalty and desire to remain with the organization. This study contributes to the development of organizational behaviourtheory and provides practical implications for management in the healthcare sector to improve organizational commitment through effective leadership styles and fairness within the organization.

Transformational Leadership, Organizational Resilience, and Team Innovation Performance: A Model for Testing Moderation and Mediation Effects.

This study adopts transformational leadership as the research subject and aims to explore the effect of transformational leadership on organizational resilience and team innovation performance: to test the mediating role of organizational resilience between transformational leadership and team innovation performance, as well as to examine the moderating role that environmental uncertainty performs in the process of the mediation. By analyzing the data collected from a questionnaire, this research discovered that transformational leadership has a positive effect on team innovation performance, which is mediated by organizational resilience. This relationship is more significant when environmental uncertainty is considered as a moderator in the mediation process. Ultimately, based on the findings illustrated above, this study provides suggestions to improve team innovation performance by developing transformational leadership capabilities and awareness, enhancing the business environment, boosting organizational resilience, and increasing the resilience of enterprises in the context of environmental uncertainty. The contribution of this research is demonstrated by the provision of a set of scientifically grounded recommendations for the administration of organizations and enterprises in underdeveloped regions of China.

Exploring the Impact of Transformational Leadership on Organizational Performance at University Level

The objective of this research was to evaluate the effects of transformational leadership on organizational performance within the context of higher education institutions. This descriptive study targeted faculty members from The Islamia University of Bahawalpur and Bahaulddin Zakaria University, Multan. A convenience sample of 250 teachers, comprising both genders, was selected for the study. Data was collected through a structured questionnaire divided into three sections. The questionnaire underwent expert validation to ensure clarity and relevance, with improvements incorporated based on feedback. Data collection was conducted through surveys, and the responses were formatted, coded, and analyzed using the Statistical Package for Social Sciences (SPSS-27.0). The analysis employed techniques such as frequency distribution, percentages, mean scores, standard deviations, and regression analysis. The results revealed that transformational leadership had a significant and positive impact on organizational performance among university faculty. Leadership behaviors were found to foster an environment conducive to enhanced employee performance and organizational effectiveness. Additionally, employee competency was identified as a crucial determinant of university performance, exerting a direct positive influence on organizational outcomes. Regression analysis confirmed that employee competency partially mediated the relationship between transformational leadership and organizational performance. The study recommends implementing transformational leadership training and fostering a culture of competency development to enhance organizational effectiveness. Further research should explore additional mediating variables and expand to other educational institutions for broader applicability.

Exploring the Effect of Transformational Leadership on Job Performance in the Service Industry: The Moderating Role of Organizational Citizenship Behaviour

This study aims to research how transformational leadership affects job performance and subsequently the moderating role of Organizational Citizenship Behaviour (OCB). A total of 190 employees working in the Malaysia service industry, specifically the professional service sector, as respondents have participated in the research questionnaire. Convergent validity, discriminant validity, reliability and hypothesis testing were analysed by using SmartPLS3 software. This study revealed that only two dimensions of transformational leadership: idealised influence (behaviour) and intellectual stimulation were positively related to job performance. OCB only partially moderates the relationship between transformational leadership and job performance such as inspirational motivation, individualized consideration, and job performance. This study provides a framework for the management field to incorporate and recognize further need to study the importance of OCB on transformational leadership and job performance in Malaysia.

PENGARUH KEPEMIMPINAN TRANSFORMASIONAL TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR DI PT. UTAMA INTI HASIL KIMIA INDUSTRI MEDAN

Employees are the main wealth in a company, because without their participation, activities cannot be carried out. Each employee will pursue their work a nd demonstrate behavior in order to gain acceptance or social support and individual status, motivated to be able to meet their personal standards and pursue work that requires special abilities, individuals will further pursue the goals of their company and will then demonstrate good citizenship behavior within the company. Employee behavior outside the duties stated in the job description is called organizational citizenship behavior. One of the factors that influences organizational citizenship behavior is transformational leadership. Transformational leadership is leadership that plays a role in organizational improvement. This research aims to determine the effect of transformational leadership on organizational citizenship behavior in PT employees. Main Core Medan Industrial Chemical Results. The method used in this research is quantitative research. The place of research was carried out at PT. Main Core Medan Industrial Chemical Results. In this study, researchers distributed questionnaires to 73 employees. The research results show that there is an influence of transformational leadership on organizational citizenship behavior in employees at PT. Main Core Results of Medan Industrial Chemistry with a termination coefficient (R2) value of 0.220 showing the influence of transformational leadership of 22% on organizational citizenship behavior with a value of sig. equal to 0.000 ≤ 0.05.

The Influence of Transformational Leadership on Public Service Performance Moderated by Core Values BerAKHLAK in the Bogor City Government

The purpose of this study was to analyze the effect of transformational leadership on public service performance and to determine and analyze whether the core values of BerAKHLAK moderate the effect of transformational leadership on public service performance. The research method used in this study is a quantitative research method. The population in this study were all State Civil Apparatus (ASN) working in the Bogor City Government, especially in the public service sector. The number of samples used in this study was 95 respondents, which was determined using the Slovin formula. The data used in this study were primary data, namely by distributing questionnaires boldly through Google Forms. The data analysis technique used was a quantitative data analysis technique using the Partial Least Square (PLS-SEM) method. The results of the study showed that there was a significant effect of transformational leadership variables on public service performance in the Bogor City Government. The core values of BerAKHLAK can moderate the relationship between transformational leadership and public service performance. This means that the core values of BerAKHLAK are moderator variables in this study, so that these values strengthen the effect of transformational leadership on public service performance.

Optimizing Teacher Work Productivity through Transformational Leadership, Organizational Climate, and Teamwork

This study aims to analyze the factors influencing teacher work productivity in elementary schools in Tasikmalaya Regency. The research focuses on transformational leadership, organizational climate, teacher collaboration, and work motivation as variables contributing to teacher productivity. A mixed-methods approach was employed, consisting of two main phases: qualitative and quantitative. The qualitative phase involved in-depth interviews to identify the current conditions of teacher work productivity and dominant influencing factors. The quantitative phase included 163 respondents selected using proportional random sampling, with data analyzed using Partial Least Square (PLS) Structural Equation Modeling (SEM). The findings reveal that transformational leadership and organizational climate have a direct and significant impact on teacher collaboration and work productivity. Teacher collaboration also significantly influences teacher work productivity. However, the indirect effects of transformational leadership and organizational climate on teacher work productivity through collaboration are positive but not significant. This study identifies strategies, methods, and optimal efforts to improve the work productivity of public elementary school teachers in Tasikmalaya Regency. Furthermore, the study provides strategic recommendations based on Sitorem analysis to strengthen transformational leadership, enhance organizational climate, and foster effective collaboration to improve teacher work productivity.