Relationship Of Transformational Leadership Research Articles

Headmaster’ transformational leadership style, teachers’ organizational commitment and job satisfaction

In this technological era educational institution, facing many challenges to improve the performance of the institutions through successful leadership behaviors. The effective leaders play an essential and important role in accomplishing the target goals for the betterment of organizations through making subordinates committed and satisfied with their jobs. The aim of this quantitative study is to investigate the impact of Headmasters’ transformational leadership style on teachers’ organizational commitment and job satisfaction and to find the impact of organizational commitment as a mediator between the relationship of transformational leadership and job satisfaction in Primary Tamil Schools in Kedah State. The measuring instruments used in the study were Multifactor Leadership Questionnaire (MLQ Form 5X) developed by Bass & Avolio , The three-Component Model (TCM) survey for organizational commitment developed by Meyer & Allen .Job Satisfaction Survey developed by Spector.

Associations between Leadership Style and Employee Resistance in a Healthcare Setting

Purpose: Health reform is forcing healthcare administrators to make rapid changes. A tendency to resist change can present problems for the leaders of health care organizations, including the large, not-for profit Catholic healthcare systems. The transformational leadership style has been shown to be positively correlated with change however, the relationship among leadership styles, employees’ behaviors, and motivation to change are still not well understood and require further study. Further, although Oreg’s Resistance to Change (RTC) approach has been researched in direct patient care areas, RTC research in non-patient settings is lacking. Methods: This study focused on the relationship of transformational leadership to RTC and if the relationships leaders’ have with subordinates’ influence change. A customized survey that included the Multifactor Leadership Questionnaire, RTC, and Leader Member Exchange (LMX 7) was emailed to 500 random individuals of various ages and races from three non-patient areas. Thirty leaders (included directors and managers) and 133 raters (those under the direction of a director or manager) responded. Results: The regression analysis showed a strong correlation between transformational leadership and RTC. Additionally, each of the variables from the LMX 7 section of the survey showed associations indicating the relationship leaders develop with their subordinates and leader transformational scores were positive. Conclusion: This study may contribute to the awareness of RTC and utilizing transformational leadership style to move change in a positive direction for a healthcare setting.

Transformational Leadership Relationship, Headmaster Academic Supervision, and Achievement Motivation with Teacher Performance

This research aims to describe and analyze if there any relationships of (1) the direct relationship between headmaster transformational leadership and the teacher performance; the headmaster academic supervision with teacher performance; the headmaster transformational leadership and the teacher achievement motivation; and (2) are there any direct relationship between; the headmaster transformational leadership with teacher performance through the achievement motivation; and the headmaster academic supervision with the teacher performance through achievement motivation. This is an ex post facto study with the linear regression analysis, which is simple and multiple. The population in this research is all civil servant teachers in the north Banjarmasin District, Banjarmasin City. The samples of this research are 163 teachers. The researcher collected the data through questionnaire techniques and observation. The analysis was done by using the correlation test and F test. The results show that: (1) transformational relationship has a direct relationship to teacher performance; the headmaster supervision with the teacher achievement motivation; and (2) there is an indirect relationship of the headmaster transformational leadership and the teacher performance through achievement motivation; the headmaster academic supervision with the teacher performance through achievement motivation. It is recommended that the parties involved in the world of education do monitoring to the transformational leadership, headmaster academic supervision, and the achievement motivation to increase the teacher performance so that the quality of education can be maximized.

Unpacking transformational leadership: dimensional analysis with psychological empowerment

PurposeScholarly studies have criticized transformational leadership (TFL) for its lack of conceptual clarity and inadequate operationalization. This study endeavors to do a detailed examination of the dimensions of the construct to address the lack of conceptual clarity. Further, with respect to concerns regarding operationalization, the study does an exploratory evaluation of reconceptualized TFL's relationship with psychological empowerment, a construct through which TFL mostly has its beneficial outcomes.Design/methodology/approachRespondents (n = 335) from an Indian information technology (IT) services organization report on their psychological empowerment and the transformational behaviors of their supervisors using temporally separated (15 days) online questionnaires.FindingsAs expected, the dimensions of transformational leadership are not equally salient in influencing psychological empowerment; however, they explain variance in all dimensions of psychological empowerment. Visioning relates to meaning and impact; inspirational communication relates to all dimensions of empowerment; personal recognition relates to impact and competence; finally, intellectual stimulation relates to self-determination. Contrary to expectations, however, data did not support the relationship of intellectual stimulation and supportive leadership on competence.Research limitations/implicationsData collected from a single organization limit the claims of generalizability, and the use of a cross-sectional design prevents claims of causality. Given the significant variation in relational properties of individual dimensions, scholars can use dimensions of TFL, and therefore theorizing with these is possible.Originality/valueThis paper provides additional support for the unpacking of TFL, by hypothesizing and demonstrating the dimensional relationships between TFL and psychological empowerment.

Mediation of corporate social responsibility on transformational leadership and organisational commitment: an empirical evidence

The leadership style is a vital factor which affects the enhancement of organisation and its employee's commitment. The objective of this study is to examine the relationship of transformational leadership on organisational commitment and to examine the mediating role of corporate social responsibility (CSR). The primary data was collected from the 121 employees working in private banks in Delhi, using a simple random sampling technique. Regression analysis was applied to examine whether corporate social responsibility mediate the relationship amongst transformational leadership and organisational commitment. The findings reflect that transformational leadership positively impacts organisational commitment. The research also proved that corporate social responsibility significantly and partially has a mediating effect on the relationship between transformational leadership and organisational commitment. These findings encourage banks in the developing nations to implement corporate social responsibility practices by transformational leaders to increase organisational commitment.

Liderazgo, contrato psicológico y empoderamiento: sus vínculos en organizaciones fronterizas mexicanas

En la actualidad, las empresas consideran primordial desarrollar las habilidades de sus líderes, con la finalidad de lograr el éxito organizacional. En esta investigación, el objetivo fue indagar la influencia que tiene el liderazgo transformacional sobre el contrato psicológico y la incidencia de este sobre el empoderamiento. La investigación se desarrolló en el contexto de la frontera norte de Chihuahua a través de un estudio cuantitativo, no experimental, transversal, descriptivo y causal. En total se encuestaron a 310 empleados que laboran como mandos medios y superiores en el sector autopartista de la industria manufacturera de exportación, seleccionados por conveniencia. Los datos se analizaron mediante la técnica estadística Modelado Estructural basado en mínimos cuadrados parciales (PLS, por sus siglas en inglés). Los resultados revelan que la relación del liderazgo transformacional incide significativamente de forma directa e indirecta sobre el empoderamiento, a través de la mediación del contrato psicológico.

변혁적 리더십과 직무소외와의 관계에서 상사신뢰의 역할

변혁적 리더십과 직무소외와의 관계에서 상사신뢰의 역할

The Mediating Effect of Employee Engagement on the Relationship of Transformational Leadership and Intention to Quit: Evidence from Local Colleges in Pampanga, Philippines

The Mediating Effect of Employee Engagement on the Relationship of Transformational Leadership and Intention to Quit: Evidence from Local Colleges in Pampanga, Philippines

Relationship of Transformational Leadership and Emotional Intelligence among Team Leaders in it (Software) Companies in India

Relationship of Transformational Leadership and Emotional Intelligence among Team Leaders in it (Software) Companies in India

Full-Range Leadership as a Predictor of Extra Effort in Online Higher Education: The Mediating Effect of Job Satisfaction

Online higher education has rapidly expanded in the United States and displays a great opportunity for growth. Coupled with the growth of e-learning is the need for adjunct faculty to satisfy the need for additional online classes. Despite the importance of online adjunct faculty, little research has been performed to determine their work experiences. This quantitative, correlational study investigated the predictive relationship between the perceived use of transformational, transactional, and laissez-faire leadership behaviors on the extra effort of adjunct faculty who facilitate online classes at a for-profit university in the United States. In a further investigation, the researcher investigated the variable of job satisfaction to determine if it mediated the relationship between leadership style and extra effort. The researcher used the Multifactor Leadership Questionnaire and Spector’s Job Satisfaction survey to collect data used in inferential analysis. The researcher performed a stepwise multiple regression and a Baron and Kenny mediation analysis to answer the research questions. The results showed perceived transformational leadership behaviors displayed a statistically significant positive predictive relationship with extra effort, and job satisfaction was a partial mediator between the relationship of transformational leadership and extra effort. The results suggest transformational leadership is beneficial to the extra effort put forth by the sample of adjunct faculty who teach online classes.

A study of relationship between transformational leadership and task performance: the role of social media and affective organisational commitment

In today's society, social media have become an almost essential part of everyday life, particularly in the organisations where almost every employee and manager/leader use social media. Recently scholars have started to investigate leader's communication with their employees by using social media. However, leader's role in motivating their followers to use this innovation and increase performance is ignored by researchers. Using social capital theory as a base, the objectives of the present study are to examine the role of social media and affective organisational commitment between the relationship of transformational leadership (TFL) and employee's task performance (ETP). The proposed model was tested with the data collected from 254 employees from insurance companies situated in China. Model was tested by PLS-SEM with using SmartPLS 3. Findings of the study suggest that transformational leadership has a direct positive relationship with task performance and affective organisational commitment as well as indirect positive relationship via social media on task performance. This study contributes to the existing literature in the field of social media, leadership, commitment, and performance. Implications, limitations and future research are discussed.

Trust in Transformational Leadership: Do Followers’ Perceptions of Leader Femininity, Masculinity, and Androgyny Matter?

This paper takes an authenticity perspective to examine whether followers’ perceptions of a leader’s feminine, masculine, or androgynous characteristics influence the relationship between transformational leadership and followers’ perceived trust in the leader. The research was quantitative in approach. A cross-sectional survey design was used to collect data from employees from different public and private sector organizations in Pakistan. The findings show that the relationship between transformational leadership and trust is weaker when followers perceive leaders to be high on masculine and androgynous attributes. Leaders’ femininity was found to have a positive effect in the relationship of transformational leadership with trust in the leader. The paper suggests practical implications and directions for future research.

PENGARUH KEPEMIMPINAN TRANSFORMASIONAL TERHADAP KINERJA KARYAWAN DENGAN OCB SEBAGAI VARIABEL MEDIASI

The purpose of this study is to analyze and explain the mediating role of organizational citizenship behavior on the relationship of transformational leadership on employee performance of cooperatives in Tabanan. The study population were employees of cooperatives in the district of Tabanan with a sample size is 114 respondents in 25 cooperatives. The sampling technique is done by simple random sampling technique. The research instrument used questionnaire and analysis methods using Partial Least Square (PLS) with software SmartPLS 2.0. The results showed (1) transformational leadership has a positive and significant effect on OCB (2) transformational leadership has a positive and significant effect on employee performance (3) OCB has a positive and significant effect on the performance of employees (4) OCB mediate partially and positive and significant relationship between leadership transformasional and employee performance. The implication of this study indicated that transformational leadership was found as a major factor in improving employee performance.. Suggestions for the results are expand the orientation research in wider scope industry and organization to reach more obtain results.

The Influencing Relationship of Transformational Leadership of TMX, Organization Citizenship Behavior: Moderating Effect of Gender

The Influencing Relationship of Transformational Leadership of TMX, Organization Citizenship Behavior: Moderating Effect of Gender

The Influencing Relationship of Transformational Leadership of TMX, Organization Citizenship Behavior: Moderating Effect of Gender

The Influencing Relationship of Transformational Leadership of TMX, Organization Citizenship Behavior: Moderating Effect of Gender

The Relationship of Transformational Leadership, Personality and Job Satisfaction to Organizational Citizenship Behavior (OCB)

The Relationship of Transformational Leadership, Personality and Job Satisfaction to Organizational Citizenship Behavior (OCB)

Organisational effectiveness through trained transformational leadership: a meta-analysis

The present study utilises the meta-analytical test to study the various dimensions of transformational leadership and its effectiveness. A total of 159 observations from 30 studies using meta-analytical test relationship were tested between transformational leadership and effectiveness; transformational leadership with follower's behaviour; transformational leadership with follower's creativity and organisational innovation; and transformational leadership with performance. Significant relationship of transformational leadership with follower behaviour, transformational leadership with follower's creativity and organisational innovation, and transformational leadership with performance were identified.

Transformational leadership and teamwork improvement: the case of construction firms

Purpose – A need for effective leadership and adequate managing the personnel is vital for every construction organization. Meanwhile, the dynamic and complex environments of the industry may be caused that not much research has been conducted on leadership practices in the industry. The purpose of this paper is to study the leadership style of the construction leaders in Iran and explore the correlation of transformational leadership practices with teamwork improvement in the construction companies. Design/methodology/approach – The research analysis was completed on a sample population of 107 managers within nominated construction firms in Iran. The analysis methods in this research were mainly descriptive and regression-based analyses and the type of investigation was a co-relational study. Findings – The research found the level of the leaders’ orientation for people and task in their leadership style, their transformational leadership qualities, and the relationship of transformational leadership with teamwork improvement in the respondents’ companies. Originality/value – The study is the first to investigate the leadership style of the construction leaders in Iran, and weather transformational leadership practices effects on teamwork improvement in the industry.

The Impact Of Transformational Leadership On University Performance Through Knowledge And Innovation

AbstractThis study investigated the range of potential performance implications of transformational leadership to improve the university performance by creativity, knowledge, and innovation. We examine the relationships among innovation orientation, transformational leadership, organizational learning, and university performance using hierarchical OLS regression technique. We found that transformational leadership influences the relationship between leaders' performance (rectors, deans, and managers) and university's outcomes (teaching, research, and service) to establish how leader behaviours affect the university performance. Results reveal that transformational leadership may motivate academic staff to work harder, exerting more effort and engaged in higher levels of task performance through inspirational motivation, intellectual stimulation, idealized influence, and individualized consideration. The current study shows that transformational leadership may facilitate higher levels of creativity and innovation through emphasized the knowledge integration mechanisms into university. The moderately positive relationships of transformational leadership with university performance suggest that universities should focus on selecting and promoting individuals for upper-level managerial positions with these characteristics

The relationship of Transformational Leadership and innovative behavior

The current study was aimed to test the mediational effects of gratitude and life satisfaction on the link between transformational leadership and innovative behavior. In order to examine the hypothesis, 374 employees were sampled. In structural equation modeling, the hypothetical model explaining the structural paths and the fit of the model were evaluated. The results showed that gratitude and life satisfaction mediated the relations between transformational leadership and innovative behavior. Additionally, the associations between transformational leadership and gratitude was moderated by organizationally-prescribed perfectionism. The implications and limitations of the study, and suggestions for future studies are discussed.