Effect Of Transformational Leadership Research Articles

The Effect of Transformational Leadership on the Performance of Employees Who Are Intervened by Job Loyalty at the Kutambaru Sub-district Office

The purpose of this study is to find out and analyze the influence of transformational leadership on Employee Performance intervened by Work Loyalty at the Kutambaru District Office. This research was carried out at the Kutambaru District Office. The type of research is quantitative associative. The sample in this study is 15 employees with ASN and honorary status at the Kutambaru District Office. The sampling technique in this study used the entire population of 15 people. The results of the study show that Transformational Leadership has a significant influence on Employee performance as shown by a T-Statistic value of 2.839 > 1.96 and a P Value of 0.012 < 0.05. Transformational Leadership has a significant effect on Employee Work Loyalty with a T-Statistic value of 15.276 > 1.96 with a P-Value of 0.000 < 0.05. Work Loyalty has a significant effect on Employee Performance, this is seen from the results of the T-Statistic value of 2.218 > 1.96 with a P-Value of 0.002 < 0.05. In Indirect Influence, the results show that Work Loyalty has a role as an intervention variable in explaining the relationship between Transformational Leadership and Employee performance. This shows that improvements in Transformational Leadership can increase Work Motivation, which ultimately contributes to improving Employee performance at the Kutambaru District Office.

The impact of leadership style on employee performance in salaam Somali bank

This study was used to investigate the impact of leadership style on employee performance in salaam somali bank. This study have four main objectives they are: to study the impact of leadership style on employee performance in salaam somali bank, to examine the leadership style used in salaam somali bank, to achieve the effect of transformational leadership on employee performance in salaam somali bank, to assess the impact of leadership style on employee motivation and job satisfaction. A key component of every organization is its leadership, which shapes its culture, directs its vision, and affects member behavior. Salaam Somali Bank's leadership's ability to inspire and guide its employees is a critical component of its success. The leadership style that the bank chooses may have a big influence on overall performance, job satisfaction, and staff morale. Different leadership philosophies, including transactional, transformational, and laissez-faire, provide unique methods for overseeing and inspiring staff. The study method of data collection was used by questionnaire. Data analysis used by this Study (spss) descriptive statistics, frequencies, percentage, mean, standard deviation, and regression analysis.

Interdependent Leadership: Proposing a Leadership Model in a Complex World

The hypermodern environment in which today’s organizations and society exist presents a need for the development and application of effective transformational leadership practices. As such, this article presents an interdependent leadership model and its six core tenets, which may guide organizational behavior and change in turbulent times. We argue that this emerging leadership model is appropriate in responding to the complexity of the contemporary organizational landscape and propelling the sustainable growth and advancement of all stakeholders in a larger ecosystem.

Influencing Employee Innovative Behavior Through Sustainable Business Practices: The Moderating Role of Transformational Leadership

The present study aims to extend this line of inquiry by investigating the influence of sustainable business practices about green marketing initiatives and GHRM practices on E Innovation. No less important is the role transformational leadership takes on in the interplay that this study tackles. 290 employees in the Jordanian telecommunication sector participated in the research using structured questionnaires. This was analyzed using structural equation modeling to examine relations among these constructs. These results were arrived at after discoveries that both green marketing initiatives and GHRM practices had a powerful positive influence on employee innovative behavior. However, transformational leadership was found to moderate these relationships and overcome the dark sides of implementation to enhance the positive effects of sustainable practices on innovation. However, all these insights could only generalize to the telecommunications sector in Jordan, and therefore, the need to give for further research in other contexts. This study contributes to the literature by empirically supporting TL as a facilitator for the fostering of innovation through sustainable practices; at the same time, the study acknowledges that the employment data using self-reports limits its findings and clarifies some explanations regarding specific statistical findings. The present study reinforces the need to implement business sustainable practices for fostering innovation, this time moderated by effective transformational leadership.

The Influence of Transformational Leadership, Competence, Work Motivation and Organizational Culture on the Performance of RSCM Employees through Job Satisfaction as a Mediating Variable and Organizational Support as a Moderating Variable

The purpose of this study was to analyze the effect of organizational culture, job performance, motivation, and transformational leadership on employee performance at Cut Mutia General Hospital in North Aceh, with the role of organizational culture as a mediating variable and the role of organizational capacity as a moderating variable. This study used a combination of qualitative and quantitative methods with a sample size of 250 participants. Information was collected using questionnaires and interviews. The analysis method used is the SEM-PLS model using Smart-PLS and Nvivo qualitative tools. The research findings show that organizational culture, competence, work motivation, and transformational leadership have a significant impact on employee performance and work-related performance. Employee performance has a significant impact on employee work-life balance. This study also indicated that work-related stress is a mediator of transformational leadership, competencies, work motivation, and organizational culture in relation to employee performance. In addition, organizational capacity facilitates communication among employees.

Effects of transformational leadership on the learning organization and nurses' innovative behavior in Vietnamese public hospitals

PurposeThe purpose of this study is to explore the effects of transformational leadership on learning organization and nurses' innovative behavior. Furthermore, this study aims to explore the mediating role of learning organization in the relationship between transformational leadership and nurse innovative behavior in the healthcare context. As there is a paucity of research examining these relationships, this study bridges the research gaps in the literature.Design/methodology/approachA cross-sectional survey was used. Using convenience sampling, the data of 228 nurses from 5 public hospitals in Vietnam were collected via questionnaires. A structural equation model (SEM) was used to empirically test the hypotheses.FindingsThe findings show significant positive effects of transformational leadership on learning organization and nurses’ innovative behavior. Furthermore, a significant positive relationship between learning organization and nurses’ innovative behavior was also supported. Finally, the partial mediating role of learning organization is significant in this study.Originality/valueTo the best of the author's knowledge, this article is the first of its kind to identify the minimal literature available on the impact of transformational leadership on learning organization and nurses’ innovative behavior. This article also contributes to extending knowledge about the mediating role of learning organization in the healthcare context. Highlighting the importance of transformational leadership, the findings offer guidance for healthcare organizations that aim to strengthen nurses’ innovative behavior.

Impact of Transformational Leadership and Work Motivation on Performance with Work Ethic Mediation

The study aims to determine the effect of transformational leadership and work motivation on employee performance with work ethic as a mediator variable at PT Bank Mandiri (Persero) Tbk - Samarinda Branch. This study uses a quantitative approach with 136 employees of PT Bank Mandiri (Persero) Tbk - Samarinda Branch. The analytical tool used in this research is the SmartPLS version 3.2.9 application. The data analysis process in this study was carried out with the measurement model (outer model), structural model (inner model) and hypothesis testing using Bootstrapping. The results of this study indicate that transformational leadership (X1) has a positive and significant effect on work ethic (Z), work motivation (X2) has a positive and significant effect on work ethic (Z), transformational leadership (X1) has a positive and significant effect on employee performance (Y), work motivation (X2) has a positive and significant effect on employee performance (Y), work ethic (Z) has a positive and significant effect on employee performance (Y), this study also proves that work ethic (Z) is able to mediate the effect of transformational leadership (X1) on employee performance (Y), and work ethic (Z) is able to mediate the effect of work motivation (X2) on employee performance (Y).

The Effects of Organizational Culture and Transformational Leadership on Worker Performance at the Lebak Regency Ministry of Religious Affairs Office with Job Satisfaction as an Intervening Variable

This study uses job satisfaction as an intervening variable to examine how corporate culture and “transformational” leadership affect employee performance. The Civil Servant of the Lebak Regency’s Ministry of Religious Affairs is the subject of this study. The survey was completed by 105 people in total. A sample of 140 government officials working at the Office of the Ministry of Religious Affairs of Lebak Regency and KUA of Lebak Regency was selected using the Slovin formula. Purposive sampling is the method of sampling that is employed. The partial least squares method, or SmartPLS, was used to analyze the data using path analysis. The study’s findings demonstrate that employment satisfaction has a positive and significant relationship with transformational leadership, organizational power has a positive and significant relationship with job satisfaction, and employee performance has a positive and significant relationship with organizational culture. In the meantime, organizational culture through work happiness has a favorable and significant impact on employee performance, as does transformational leadership through job satisfaction. Additionally, job happiness and corporate culture through transformational leadership have a stronger impact on worker performance than employee performance is directly impacted by company culture and transformational leadership without having to. Meanwhile, transformational leadership has a favorable and significant effect on employee performance through work satisfaction, and organizational culture has a positive and significant effect on employee performance through job satisfaction. Furthermore, the influence of transformational leadership and organizational culture on employee performance through job satisfaction is greater than the influence of transformational leadership and organizational culture directly on employee performance without going through the variable of job satisfaction.

Pengaruh Transformational Leadership dan Budaya Organisasi Terhadap Kinerja Karyawan Melaui Stres Kerja pada Dealer Wuling Arista Jayakarta

This research aims to determine the effect of transformational leadership (X1), organizational culture (X2) on employee performance (Y) with work stress (Z) as an intervening variable. The research was carried out by distributing questionnaires to 30 samples. The type of research used in this study is quantitative causality with a structural equation model (SEM) research method based on partial least square (PLS). The instrument validity test shows that each statement item has a product moment correlation coefficient value greater than r table, so it can be declared valid, then the instrument reliability test shows that the Cronbach alpha value for each instrument has a value > 0.70 so it can be stated reliable. The research results show that Transformational leadership (X1) has a positive and significant effect on employee performance (Y), organizational culture (X2) has a positive and significant effect on employee performance (Y), Transformational leadership (X1) has a negative and significant effect on stress work (Z), Organizational culture (X2) has a negative and significant effect on work stress (Z), Work stress (Z) has a negative and significant effect on employee performance (Y), Transformational leadership (X1) has a positive and significant effect on employee performance (Y) through work stress (Z), organizational culture (X2) has no effect on employee performance (Y) through work stress (Z).

Enhancing Employee Performance through Transformational Leadership: A Study

This research investigates the influence of transformational leadership on employee performance, with a specific focus on the mediating roles of job stress reduction and organizational work environment. Transformational leadership, characterized by its ability to enhance employee engagement and clarity, is examined as an independent variable impacting employee performance, the dependent variable. The study aims to achieve the following objective: (1) explore the impact of transformational leadership on organizational work environments, (2) understand the effect of transformational leadership on reducing job stress, and (3) examine the role of transformational leadership in improving employee performance. The research delves into how transformational leadership fosters a positive work environment—by reciprocating performance, establishing role clarity, and increasing employee participation—and mitigates job stress—by alleviating anger and depression. Conducted in the Meerut district of Delhi NCR, the study considered academicians from private higher educational institutes, selected through stratified random sampling (sample size N=151). Utilizing a descriptive research design, data was collected via a structured questionnaire with a high- reliability score (Cronbach's alpha = 0.88) and analyzed using SmartPLS 4.0 (student version) software. Findings reveal that transformational leadership significantly reduces job stress and enhances the organizational work environment, which collectively boosts employee performance. Key performance indicators observed include improved work quality, effective communication, timely completion of tasks, teamwork, reliability, and problem-solving skills. This study underscores the significant role of transformational leadership in cultivating a supportive work environment and reducing job stress to elevate overall employee performance.

The Effect Of Transformational Leadership And Green Human Resources Management On Competitive Advantage Mediated By Self-Efficacy And Employee Loyalty

This study aims to determine the effect of Transformational Leadership and Green Human Resources Management on Competitive Advantage mediated by Self-Efficacy and Employee Loyalty at Fnb Companies in Bekasi Regency. Respondents of this study were 96 respondents and this study used a quantitative approach with the SmartPLS 3.0 data processing application. The results of this study found that (1) Transformational Leadership affects Competitive Advantage in Food and Beverage Companies in Bekasi Regency, (2) Green Human Resources Management has no effect on Competitive Advantage in Food and Beverage Companies in Bekasi Regency, (3) Transformational Leadership affects Employee Loyalty in Food and Beverage Companies in Bekasi Regency, (4) Green Human Resources Management affects Self-Efficacy in Food and Beverage Companies in Bekasi Regency, (5) Self-Efficacy affects Competitive Advantage in Food and Beverage Companies in Bekasi Regency, (6) Employee Loyalty affects Competitive Advantage at Food and Beverage Companies in Bekasi Regency, (7) Self-Efficacy affects Employee Loyalty at Food and Beverage Companies in Bekasi Regency, (8) Employee Loyalty as a mediating variable has a role in weakening the effect of Transformational Leadership on Competitive Advantage at Food and Beverage Companies in Bekasi Regency, (9) Self-Efficacy as a mediating variable has a role in strengthening the effect of Green Human Resources Management on Competitive Advantage at Food and Beverage Companies in Bekasi Regency.

Transformational Leadership and Educational Outcomes

The effect of school leadership on educational outcomes has been widely debated in recent decades. Only a small fraction of available research studies deals with the measurement of the effects of leadership on specific educational outcomes. The paper aims to provide an overview of theory and research on the effect of transformational leadership on educational outcomes. A systematic review of the literature was conducted in an attempt to summarise the past 15 years of research on the link between transformational leadership and educational outcomes. The evidence on the effects of transformational leadership is used as the basis for conclusions and recommendations in relation to future research. These recommendations include the need for addressing methodological problems associated with leadership studies and the need to explore the link between transformational leadership and other leadership models.

Pengaruh Kepemimpinan Transformasional Kepala Sekolah terhadap Kinerja Guru

This study aims to analyze the effect of principal transformational leadership on teacher performance. Methods used are literature reviews. Transformational leadership is measured based on four main dimensions: charisma, inspiration, intellectual stimulation, and individualized consideration. Teacher performance was measured using indicators of attendance, teaching quality, professional development, and involvement in school activities. The regression analysis results show that principals’ transformational leadership has a positive and significant influence on teacher performance. Of the four dimensions of transformational leadership, the charisma and inspiration dimensions have the strongest influence on improving teacher performance. This study also found that intellectual stimulation and individualized consideration also contributed significantly, although on a smaller scale. The implication of these findings is that it is important for principals to apply transformational leadership style to improve teachers’ motivation and performance. Principals are advised to develop their leadership skills through training and self-development programs that focus on transformational aspects. Thus, it is expected that the quality of education in schools can be continuously improved.

Effect of Individual-Oriented Transformational Leadership on Teachers' Work Performance, Mediated by Intrinsic Motivation in Training Schools

Effect of Individual-Oriented Transformational Leadership on Teachers' Work Performance, Mediated by Intrinsic Motivation in Training Schools

Exploring supply chain infrastructures for supply chain innovation: the roles of supply chain transformational leadership, supply chain collaboration and entrepreneurial emphasis

ABSTRACT Supply chain (SC) innovation is crucial for organisations to gain competitive advantage, limited research has investigated the core factors that facilitate member participation in SC innovation practices. Drawing on the ‘Context – Drivers – Sources of advantage – Positional advantage’ framework, we posit that SC transformational leadership, as a SC organisational infrastructure, is a critical driver of SC innovation. SC collaboration as a key inter-organisational infrastructure, is a source of advantage, explaining the effect of SC transformational leadership on SC innovation. We also examine the boundary condition that maximise the effectiveness of SC transformational leadership and SC collaboration, demonstrating the driving role of entrepreneurial emphasis. Based on survey data from 288 Chinese machinery manufacturing firms, we utilised structural equation modeling and interaction analysis to validate our hypotheses. The research findings provide empirical evidence supporting our viewpoints, contributing to the existing literature and offering practical guidance for firms’ SC innovation management practices.

The Effect of Transformational Leadership on Performance of Organizations: A Review of Systematic Literature Across Different Sectors

In many organizational sectors, transformational leadership has been recognized as a leadership style that greatly affects worker performance and job satisfaction. The objective of this systematic assessment of the literature is to explore how transformational leadership impacts organizational performance. This research shows that there is a positive relationship between employee performance and transformative leadership, using a review of studies undertaken in different contexts and sectors. Additionally, this review highlights aspects of organizational performance that are influenced by transformational leadership. These findings confirm the transformative potential of transformational leadership in a variety of organizational settings and provide insight for leaders aiming to foster productive work environments.

The Effect of Transformational Leadership, Work Environment, and Life-Work Balance on Employee Job Satisfaction in the Manufacturing Industry in Surabaya Region

This study investigates the influence of transformational leadership, work environment, and work-life balance on employee job satisfaction within the manufacturing industry in the Surabaya region. A quantitative research design employing Structural Equation Modeling (SEM) with Partial Least Squares (PLS) analysis was utilized to analyze data collected from 160 employees across various manufacturing sectors. The findings reveal significant positive relationships between transformational leadership, work environment, work-life balance, and employee job satisfaction. Transformational leadership emerged as a key predictor of employee job satisfaction, emphasizing the importance of visionary leadership in fostering a positive work culture. Additionally, a supportive work environment and satisfactory work-life balance were found to significantly impact employee satisfaction. These findings underscore the interconnectedness of organizational factors in shaping employee perceptions and experiences within the manufacturing industry. The study contributes to both theoretical understanding and practical implications for organizational management and human resource practices, providing insights for enhancing employee satisfaction and organizational success in the Surabaya manufacturing context.

The Effect of Green Transformational Leadership on the Performance of Manufacturing Smes in Ghana: The Moderating Role of Green Creativity

The Effect of Green Transformational Leadership on the Performance of Manufacturing Smes in Ghana: The Moderating Role of Green Creativity

Organizational Culture, Transformational Leadership, and Work Motivation's Effect on ABA Kindergarten Teachers' Performance and OCB

Organizational Culture, Transformational Leadership, and Work Motivation's Effect on ABA Kindergarten Teachers' Performance and OCB

Strategic Approaches in Educational Administration and Management for Advancing Sustainable Development

Background and Aims: Educational administration and management are essential for advancing sustainable development because they shape the policies, leadership, and practices that underpin institutional sustainability initiatives. Sustainable governance and operations can foster an environmental culture and prepare students to face global challenges. This paper aims to identify, analyze, and evaluate strategic approaches for advancing sustainable development. Methodology: The methodology combines a systematic literature review with stringent data collection and analysis procedures to comprehensively examine strategic approaches in educational administration and management. The study employs a variety of data sources and analytical tools to identify effective practices, emerging trends, and gaps in the literature, providing important insights into advancing sustainable development in education. Results: The finding found that integrating sustainability into educational administration and management is critical for fostering an environmental stewardship culture and achieving long-term goals. Effective policies, transformational leadership, and active stakeholder engagement are critical to driving successful sustainability initiatives. Successful case studies, such as the Green School and UC Berkeley, demonstrate that by incorporating sustainability into the curriculum and leveraging technological innovations, educational institutions can address future challenges while increasing operational efficiency. Conclusion: Integrating sustainability into educational administration and management is critical for developing an environmental stewardship culture and meeting long-term objectives. The Green School and UC Berkeley have demonstrated how effective policies, leadership, and stakeholder engagement can improve operational efficiency and address future challenges by incorporating sustainability into curriculum and technology.