Impact Of Transformational Leadership Research Articles

The impact of transformational leadership on the job performance of ICT employees in Palestine: The role of psychological empowerment as a mediating factor

This study examined how transformational leadership affects work performance at Palestine's Ministry of Communications and Information Technology, focusing on psychological empowerment. We conducted a descriptive study on 350 full-time employees. We took a systematic sample of 183 people from this group. A systematic questionnaire collected quantitative and qualitative employee experiences. SPSS was used to analyze the data using descriptive and deductive methods. Data patterns and linkages were identified and displayed in frequency distribution tables and visual graphics. The study found that psychological empowerment mediates the relationship between transformational leadership and job performance at the Palestinian Ministry of Communications and Information Technology. Psychological empowerment greatly enhances transformational leadership's influence on workforce performance. Organizations ought to educate leaders and empower their staff to improve performance. The research found that transformational leadership combined with psychological empowerment tactics significantly improves employee engagement and performance. This study fills gaps in the literature and expands our understanding of how psychological empowerment affects work performance. The findings support the study's assumptions and emphasize the relevance of leadership strategies that empower people psychologically. This method improves job performance and suggests empowerment-focused leadership solutions for organizational leadership and policy creation to boost workplace engagement and productivity.

The Relationship Between Income Inequality and Economic Growth: A Comparative Case Study

This research explores the pivotal role of transformational leadership in fostering organizational innovation. Transformational leadership, characterized by its ability to inspire and motivate followers beyond their own self-interests, has been identified as a key driver of innovation within organizations. The study delves into the core components of transformational leadership—idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration—and examines how these elements contribute to creating a culture of innovation. Through real-world case studies of organizations like Apple Inc. and Cleveland Clinic, the research demonstrates the significant impact of transformational leadership on promoting risk-taking, learning from failure, and driving continuous improvement. Moreover, the study highlights the challenges and criticisms associated with transformational leadership, emphasizing the need for a balanced approach to sustain innovation in the long term. The research concludes that as organizations face increasingly complex challenges in the 21st century, transformational leadership will remain crucial in driving sustainable innovation and organizational success.

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.

Transformational Leadership’s Impact On Employee Engagement: a Study of Formal Workers In Greater Jakarta

This research analyzes the impact of Transformational Leadership on Employee Engagement. The data was collected from 119 workers who represented a population of formal workers in Greater Jakarta. Linear regression analysis were used to test hypothesis. The results show that Transformational Leadership has positive impact Employee Engagement. This finding provides further evidence for practitioners who aspire to get better employee performance through increasing Employee Engagement Level.

The Effect of Transformational Leadership and Organizational Culture on Organizational Innovation Through Employee Creativity as an Intervening Variable “Study on the Jurisdiction of the West Papua High Court”

This research focuses on analyzing the impact of transformational leadership and organizational culture on employee creativity and organizational innovation in the West Papua High Court Jurisdiction. The type of research used is quantitative research method with causality analysis. Data was collected by utilizing a questionnaire. In the data processing process to calculate each indicator, a Likert scale was used. Furthermore, validity and reliability tests were carried out. Data analysis was carried out by descriptive analysis and SmartPLS Analysis. The results showed that partially, transformational leadership has no effect on employee creativity, organizational culture partially has a positive effect on employee creativity, partially transformational leadership has no effect on organizational innovation, partially, organizational culture affects organizational innovation, and employee creativity partially has no effect on organizational innovation, partially, transformational leadership intervened by employee creativity has no effect on organizational innovation, and partially, organizational culture intervened by employee creativity has no effect on organizational innovation. Suggestions, it is good for organizations to improve the quality of transformational leadership, and need to pay attention to values, norms, and behaviors that encourage creativity.

The impact of transformational leadership on workers' personal resources: latent profile analysis and links with physical and psychological health.

Several studies have examined the impact of leadership on employee well-being and health. However, this research has focused on a variable-centred approach. By contrast, the present study adopts a person-centred approach. To (a) identify latent 'resources' profiles among two samples combining vigour at work, work engagement and physical activity levels; (b) examine the link between the identified profiles and indicators of psychological/physical health; and (c) test whether different levels of transformational leadership determine the probability of belonging to a particular profile. Two samples of workers, S1 and S2 (NS1 = 354; NS2 = 158), completed a cross-sectional survey before their annual medical examination. For S1, the results of latent profile analysis yielded three profiles: spiritless, spirited and high-spirited. Both high-spirited and spirited profiles showed a positive relationship with mental health, whereas spiritless showed a negative relationship. For S2, two profiles (spirited and spiritless) were replicated, with similar effects on mental health, but none of them was related to total cholesterol. In both samples, transformational leadership determined the probability of belonging to a particular profile. Transformational leadership increased the probability of belonging to a more positive profile and, therefore, to better workers' health.

A framework for transformational leadership to enhance teacher's work performance.

In the new era of higher education focusing on "double first-class" development, private universities in China face significant opportunities and challenges. The success of these institutions is closely linked to effective leadership, particularly transformational leadership, which is known to inspire and motivate employees toward extraordinary achievements. This study explores the existence and impact of transformational leadership on teachers' work performance in Chinese private universities. It aims to fill a research gap regarding the role of transformational leadership in a resource-constrained environment and provide practical insights for enhancing teachers' work performance, thereby contributing to the rapid development of private universities and the realization of "double first-class" goals. This study employed an input-process-output approach, combining qualitative data from face-to-face interviews with 12 leaders at Guangdong University of Science and Technology and quantitative data from an electronic survey of 392 university teachers. Data were analyzed using SPSS26.0, AMOS24.0, and NVIVO14, including exploratory and confirmatory factor analyses, common method bias assessment, and correlation analysis. Structural equation modeling with AMOS24.0 was used to explore the relationship between transformational leadership and teachers' work performance, evaluating the impact of each transformational leadership dimension. The study findings demonstrated that transformational leadership styles are being employed in Chinese private universities, albeit not extensively, with moderate effects on teachers' work performance. The research identified organizational vision, intellectual stimulation, and personal recognition as significant drivers of enhanced performance among faculty members. Nevertheless, the study did not confirm the impact of supportive leadership, inspiring communication, and moral modeling within the context of Chinese private universities. The results highlight areas for potential development in leadership practices, including improving teachers' competencies, motivating teachers, providing good work opportunities and environments, and building good teacher teams.

Impact of Transformational Leadership on Employees' Burnout in Commercial Banks of Kathmandu Valley

This study aims to analyse the impact of Transformational Leadership (TFL) on employees' burnout in commercial banks of Kathmandu Valley, taking the mediating effect of Personal Financial Stress (PFS), Anxiety and Workplace Loneliness into account by examining the moderating impact of Human Resource Management on the direct relationship between TFL and employees' burnout. The study employed a quantitative approach, utilising a convenience sampling technique within the framework of non- probability sampling to gather primary data. A structured questionnaire was employed to collect cross-sectional data from a total of 214 commercial banking employees of Kathmandu Valley, which were analysed through SMART-PLS. Findings from the study indicated a significant direct negative impact of TFL on burnout. Likewise, TFL was found to increase burnout when mediated by personal financial stress, anxiety and workplace loneliness. Furthermore, HRM showed no moderating effect on TFL and burnout relationships. Thus, this study emphasises recognising burnout as a "workplace hazard" and building upon the JD-R model, the study urges concerned stakeholders to effectively implement transformational leadership styles to mitigate burnout in Nepalese commercial banks. It also underscores the for further exploring and integrating HRM with other sectors within banks to foster synergy and collaboration in tackling burnout related issues.

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).

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.

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.

Does digital strategy, organizational agility, digital lead-ership promote DT? A study of digital strategy, organiza-tional agility, digital leadership affects corporate DT in Chinese technological firms

Digital transformation (DT), digital strategy and digital leadership, digital agility seem to be concomitant phenomena in recent years, drawing a NIT theory, TAM theory and digital transformation theory, this study developed and tested a model and hypothesis on how digital transformational leadership, digital strategy and organizational agility influence digital transformation. Alternatively, this paper found that digital transformational leadership, digital strategy and organizational agility positively influence digital transformation and their relationships. This study uses survey data from the Chinese companies -Qihoo and Didi Global as a sample. The sample size is more than 220 respondents. The quantitative text analysis method is used to measure the attention to digitalization of Qihoo and Didi companies. This paper discusses: (1) explore the relationship between digital transformational leadership, organizational agility and digital strategy, and how they affect digital transformation in China (Qihoo360 and Didi Global firm). (2) identify the firm's measurement items of digital transformation organizational in the relationship between digital transformational leadership, digital agility, and digital strategy. The findings of this study provide an advanced understanding of the impact of transformational leadership, digital strategy and organizational agility on digital transformation and the role of digital strategy in Chinese technological companies.

The Impact of Transformational Leadership on Teacher Performance in Shandong Universities: The Mediating Role of the Psychological Contract

Transformational leadership refers to a leadership style that aims to inspire and motivate followers to exceed their own self-interests for the sake of the organization and achieve exceptional outcomes. In the context of increasing demands for improved faculty performance in higher education, the relationship between transformational leadership, psychological contract, and faculty performance in higher education institutions remains an active area of academic research. This study focuses on the mediating role of the psychological contract among faculty members in higher education institutions in Shandong Province, exploring the impact of transformational leadership on faculty performance. This study is a quantitative study that used a convenience sampling method to conduct a survey, recruiting 755 faculty members from various higher education institutions across Shandong, China. Data analysis was conducted using SPSS, and the results indicated that transformational leadership significantly enhances faculty members’ psychological contract, consequently improving their performance levels. Moreover, the study revealed that the psychological contract is a key mechanism through which transformational leadership enhances faculty performance, primarily by fostering a higher sense of psychological contract fulfillment among educators. These insights underscore the crucial role of transformational leadership practices and the cultivation of a strong psychological contract in enhancing faculty performance in the higher education sector. The study advocates for the adoption of transformational leadership strategies by higher education administrators, coupled with concerted efforts to forge and sustain a meaningful psychological contract within faculties, as a means to bolster faculty performance.

The Impact of Transformational Leadership on Employee Creativity and Organizational Innovation: The Moderating Effect to Intrinsic Motivation

Organizational innovation is an important issue for companies to adapt to the changing external environment, improve the competitiveness of the organization, and achieve growth. This study aims to assess the impact of transformational leadership style and employee creativity with organizational innovation, as well as the moderating role of intrinsic motivation. One of the key skills for the growth of contemporary companies is creativity and innovation, which can boost an organization's sense of identity and job satisfaction in addition to providing significant financial advantages. However, it is difficult to maintain innovation and competitive advantage in the quickly evolving business environment of today. Thus, an important area of research in organizational management is how to enhance employee creativity and organizational innovation.

Pengaruh Kepemimpinan Transformasional, Kerjasama Tim dan Integritas Terhadap Penerapan Total Quality Management pada Sekolah Menengah Pertama Katolik di Kabupaten Merauke

This study aims to analyze the influence of transformational leadership style, teamwork, and integrity on the implementation of Total Quality Management (TQM) in Catholic Junior High Schools in Merauke. The motivation for this research stems from two primary factors: first, inconsistencies in previous research findings on the impact of transformational leadership, teamwork, and integrity on TQM; second, observable issues such as a lack of integrity among teachers and Foundation employees, poor teamwork, and weak leadership among principals and Foundation administrators, which have resulted in Catholic schools under the Catholic School Education Foundation (YPPK) in Merauke not meeting accreditation standards. TQM is recognized as a strategic approach to enhancing educational quality, fostering an organizational culture committed to continuous improvement and customer satisfaction. his explanatory quantitative research utilized survey methods, gathering data from 100 teachers and educational staff at Catholic Junior High Schools in Merauke. The collected data were tabulated and analyzed using the Statistical Package for the Social Sciences (SPSS) for multiple regression analysis. The results indicate that transformational leadership style, teamwork, and integrity each have a significant positive effect on TQM when considered individually. Additionally, there is a significant combined effect of these factors on the implementation of TQM in Catholic Junior High Schools in Merauke.

Multilevel study of transformational leadership and work behavior: job autonomy matters in public service

PurposeThis study aims to use self-determination and social exchange theory to investigate how transformational leadership influences employees’ motivation for their work behaviors, with job autonomy serving as a mediator. This study hypothesized that transformational leadership could promote employees’ autonomy in performing their tasks, leading to the development of innovative work behaviors and organizational citizenship behaviors.Design/methodology/approachUsing a multilevel approach, data was collected from 409 public service employees across 39 departments.FindingsThe findings indicate the significant impact of transformational leadership on shaping employees’ innovative work and organizational citizenship behavior. Notably, job autonomy emerges as a pivotal mediator, facilitating the positive effects of transformational leadership by empowering employees to explore innovative tasks beyond their prescribed roles, thereby enhancing team effectiveness and employee engagement.Originality/valueThis study’s originality lies in its innovative use of multilevel analysis to reveal job autonomy’s mediating role, offering fresh insights into promoting innovation and organizational in public service settings.

How transformational leadership impact on employee service innovation: the moderating effect of employee creative role identity

How transformational leadership impact on employee service innovation: the moderating effect of employee creative role identity

Transformational Leadership Unleashed: Elevating Faculty Satisfaction through Psychological Capital

This study investigates the influence of transformational leadership on job satisfaction, with a specific focus on the mediating role of psychological capital in private universities in Guangxi. The main hypotheses are that transformational leadership directly affects job satisfaction and that psychological capital partially mediates this relationship. Participants included 460 teachers from 12 private universities in Guangxi, China, selected by multi-stage sampling. The research design is quantitative, employing structured questionnaires. Instruments used include validated scales for transformational leadership, psychological capital, and job satisfaction, all measured on a 5-point Likert scale. The findings reveal that transformational leadership significantly predicts job satisfaction, and psychological capital also significantly predicts job satisfaction while mediating the relationship between transformational leadership and job satisfaction. These results align with earlier research, confirming the positive impact of transformational leadership and psychological capital on job satisfaction. The study concludes that university administrators should develop transformational leadership skills and foster psychological capital among teachers to enhance job satisfaction and teaching quality. This offers practical guidance for the management and reform of private colleges and universities in Guangxi, with implications for future research to explore additional mediators or moderators and employ longitudinal designs to further understand these relationships.

The Impact of Transformational Leadership and Organizational Culture on Employee-Based Brand Equity in Vietnamese Small and Medium Enterprises

The Impact of Transformational Leadership and Organizational Culture on Employee-Based Brand Equity in Vietnamese Small and Medium Enterprises

The influence of transformational leadership and organizational commitment on employee performance of tea distributor

This study focuses on the impact of transformational leadership, organizational culture, and organizational commitment on employee performance of Javanese tea distributors. The research methodology is quantitative, involving 115 individuals from the Java Tea Distributor. Data collection was done through questionnaires, which were used to assess factors such as transformational leader, organizational commitment, and employee performance. The reliability of Partial Least Squares (PLS) analysis was assessed in this study using the Cronbach Alpha, Composite Reliability, and Average Variance Extracted (AVE) methods. The results showed that Transformational Leadership has an indirect influence on Employee Performance through its influence on Organizational Commitment. The study reveals that organizational commitment has a significant impact on the performance of the Javan tea distributor personnel using the SmartPLS application.