Relationship Of Transformational Leadership Research Articles

The Effect of Transformational Leadership, Training, and Compensation on the Performance of Family Planning Counsellor with mediating of Organizational Commitment

Purpose – The aim was to examine how transformational leadership, training, and compensation affect the employee performance of family planning counselors. The study also investigated whether organizational commitment plays a role in mediating this relationship. Methodology –The researchers used a stratified random sampling technique to select 155 family planning counselors as the sample size. The collected data was analyzed using the Smart PLS software version and the Partial Least Square (PLS) approach. Findings – The study revealed that organizational commitment acts as a mediator in the relationship between transformational leadership, training, compensation, and the performance of family planning counselors. Originality – This research examined organization commitment, which has a broad and significant impact on employee performance. It also provided better comprehension concerning the relationship of transformational leadership, training, and compensation on this study.

The Role of Intrinsic Motivation and Psychological Empowerment in the Relationship of Transformational Leadership and Employees Innovative Behavior Post COVID-19 Pandemic

Innovative work behavior provides opportunities for implementing better work systems in carrying out tasks. Transformational leadership, intrinsic motivation and psychological empowerment play a role in encouraging employee innovative behavior. COVID 19 pandemic forces every employee to increase innovative behavior in facing work challenges after this era. There are two aims of this research. First one, exploring the influence of transformational leadership, intrinsic motivation and psychological empowerment on employee innovative work behavior after COVID-19 pandemic. Secondly, exploring intrinsic motivation and psychological empowerment moderating role in this relationship. Non-probability random sampling used for sample collection where the researcher determined three criterias that respondents needed to meet. The data of this research were analyzed by testing the measurement model, structural model and testing the hypotheses using Structural Equation Modeling with SMART-PLS. The results obtained are a) Transformational leadership influences employee innovative work behavior, b) intrinsic motivation influences employee innovative work behavior, c) intrinsic motivation doesn’t moderate the relationship between transformational leadership and employee work innovative behavior, d) psychological empowerment influences employee innovative behavior, and e) psychological empowerment doesn’t moderate transformational leadership on employee innovative work behavior.

Pengaruh Kepemimpinan Transformasional Terhadap Organizational Citizenship Behavior (OCB) Melalui Mediasi Kepercayaan Kepada Atasan dan Kepuasan Kerja Karyawan

This study aims to determine the influence of transformational leadership on OCB, trust in superiors, and employee job satisfaction. Research was also conducted to identify the influence of trust in superiors and employee job satisfaction on OCB and whether or not there is a mediating effect of trust and job satisfaction on the transformational leadership relationship and OCB. The study population is employees working at the Central Java Provincial Manpower and Transmigration Office with a sample of 100 respondents. Sampling was done using a simple random sampling technique. Taking research data by distributing questionnaires directly. Data analysis using the boostrapping method on the SmartPLS 4 software. The results of the study show the positive influence of transformational leadership on OCB, trust in superiors, and employee job satisfaction. Transformational leadership has a positive and insignificant impact on OCB but is significant on trust in superiors and employee job satisfaction. The variables of trust and job satisfaction have a positive and insignificant influence on OCB. In addition, trust in superiors plays a role in mediating the influence of transformational leadership on OCB. Employee job satisfaction also mediates the relationship between transformational leadership and OCB.

The Association of Transformational Leadership on Safety Practices Among Nurses: The Mediating Role of Patient Safety Culture.

To ensure best possible patient outcomes, patient safety is a major component of healthcare delivery system that needs to be prioritized. Safety practices among nurses are essential to maintain patient safety, especially the practices of medication administration, handover, patient falls and unplanned extubations prevention. To investigate the mediating effect of patient safety culture between the relationship of transformational leadership and safety practices among nurses. The data in this cross-sectional study were gathered from a survey targeted clinical nurses using a random sampling technique. The study was conducted in a medical city in Saudi Arabia, and two hundred nurses were surveyed. The Multifactor Leadership, Hospital Survey on Patient Safety Culture, and Nursing Safety Practice questionnaires were used in the study. The results revealed significant positive associations between transformational leadership, patient safety culture, and nursing safety practices. Moreover, patient safety culture mediates the association between transformational leadership and safety practices among nurses. Enhancing transformational leadership capabilities among nurse managers should be considered in order to improve nursing safety practices. Additionally, patient safety culture should be measured and improved periodically to ensure better nursing safety practices.

Entrepreneurial Orientation and Transformational Leadership for the Development of Innovation Capabilities

Purpose: This paper aims to analyse the impact of entrepreneurial orientation (EO) through the relationship of transformational leadership (TL) for the development of dynamic capabilities (DC) for organisational innovation. Methodology/Approach: Under a qualitative method, and a single case study strategy, data were obtained from interviews with 15 senior managers and leaders of innovation activities; the document review and data triangulation method was used to analyse causality relations proposed in the theoretical framework. Findings: The empirical results confirm that the EO and TL have a positive relationship with the development of innovation capabilities. Findings indicate that risk-taking, proactiveness, assimilation, and exploitation of internal and external knowledge remain the main difficulties in improving innovation capabilities and adaptability in the technological environment. Research Limitation/implication: The present paper gathered data from a specific organisation in the field of EO. The research allowed us to better understand the incidence of EO, TL, and DC regarding the relationship between variables, and it should be considered a potential source for enhancing innovation management capabilities. Originality/Value of paper: This work is the first that integrates the concepts of EO with other related disciplines into a single case strategy, within a specific entrepreneurship and innovation ecosystem context in a large automotive industry.

The Mediating Role of Employees’ Readiness to Change: Relationship of Transformational Leadership and Job Satisfaction

The Mediating Role of Employees’ Readiness to Change: Relationship of Transformational Leadership and Job Satisfaction

Transformational leadership and employees' work engagement: the simple and parallel mediation of self-efficacy and trust in the leader

PurposeThe importance of transformational leadership (TFL) for improving followers’ work engagement (WE) has been highlighted by management researchers, but little is known about how and why TFL is related to WE. This study develops an integrated model that addresses the questions and uncovers the influence of TFL on employees’ WE through two pathways reflecting simple and parallel mediating effects of employees’ self-efficacy (SE) and trust in the leader.Design/methodology/approachIn a developing country’s organizational context, a total of 376 employees working in four different types of organizations voluntarily participated in the survey. Partial least square structural equation modeling (PLS-SEM) was used to test the study model.FindingsData supported the joint parallel mediation effect of subordinates’ SE and trust in the leader and partially confirm the role of a single mediator of each between the relationship of TFL and WE.Practical implicationsIn public sector, it is a daunting challenge to sustain a high degree of WE of employees so that they may actively involve in the provision of better services planned by policymakers. Therefore, WE has deemed a very important construct for both administrators and researchers in such organizations. The framework and relationships that are discussed and displayed in this study help administrators in understanding the driving forces that cause in to WE.Originality/valueThis research links multiple theories to develop an integrated model. The employees' perceptual data supported predictive power of the model both in-sample and out-of-sample through a rigorous statistical technique. Hence, this study is contributing to narrowing the gap between theory and practice.

The Relationship of Transformational Leadership, Work Climate and Discipline on the Professionalism of Public High School Teachers in the City of Banjarmasin

This study aims to analyze relationships leadership transformational, work climate and discipline towards the professionalism of SMAN teachers in Banjarmasin city. This research is a correlational study with a quantitative approach. The population of this study was 47 4 senior high school teachers in the city of Banjarmasin with PNS status spread over 13 schools. The sample technique used is Proportional Random sampling as many as 160 people. Analysis of the research data using descriptive statistics with path analysis. Data collection is done by using the instrument. Research data were analyzed using path analysis to see direct and indirect relationships between variables, by first carrying out the normality test, homoscedasticity test, multicollinearity test and correlation test. The results of the study show that there is a relationship between transformational leadership has a direct and significant relationship to variables teacher professionalism. Work climate directly and significantly related to variables teacher professionalism. Discipline directly and significantly related to variables teacher professionalism. Transformational leadership has a direct and significant relationship to the work climate variable. Transformational leadership is directly related and significant to variables work discipline. The indirect relationship through the work climate is smaller than the value of the direct influence of transformational leadership on the professionalism of public high school teachers in the city of Banjarmasin. the indirect relationship through work discipline is greater than the value of the direct influence of transformational leadership on the professionalism of public high school teachers in the city of banjarmasin

The Relationship of Transformational Leadership, Work Climate and Discipline on the Professionalism of Public High School Teachers in the City of Banjarmasin

The Relationship of Transformational Leadership, Work Climate and Discipline on the Professionalism of Public High School Teachers in the City of Banjarmasin

The Impact of Active Engagement and Independent Critical Thinking in Modeling Managerial Behavior with Mediating Effect of Leader-member-Exchange

The current study aims to determine the mediating role of leader-member exchange (LMX) on the relationship between followership dimensions (active engagement and independent critical thinking) and transformational leadership. Survey approach was used. Cross-sectional primary data was collected from employees of banking and telecom sector. Total 215 respondents participated in the survey. Non-probability sampling technique was used. Findings revealed that there was positive and significant association found between active engagement (AE), independent critical thinking (ICT), leader-member exchange (LMX) and transformational leadership (TFL). Furthermore, LMX partially and significantly mediates between AE, ICT and TFL relationship. It is concluded that leaders have to build good working relationship with their followers and these relationship must be based n trust, respect and loyalty.

Mediation of Knowledge Sharing and Commitment in the Relationship of Transformational Leadership on SMEs' Performance

Mediation of Knowledge Sharing and Commitment in the Relationship of Transformational Leadership on SMEs' Performance

Does Transformational Leadership and Organizational Culture Affect Organizational Commitment to Improving the Performance of Employees?

This research aims to find out the influence of transformational leadership and organisational culture on organisational commitment, which then influences the performance of the Maluku Provincial Forestry Service employees. Methodology/approach – The research method is causal quantitative through collecting employee response data with questionnaires and processing with the SEM-PLS technique using SmartPLS3.2.9. The study population consisted of 135 employees of the Maluku District Forestry Service. The sampling technique used was a saturated sample where the entire population was sampled because the population size was relatively small. Findings – It found a positive and significant direct relationship between transformational leadership and organisational commitment, organisational culture, organisational commitment, organisational commitment to employee performance and organisational culture to organisational performance. This study also found that the relationship of transformational leadership had no positive and insignificant effect on organisational performance. Regarding indirect ties, both the relationship between transformational leadership on employee performance and the relationship between organisational culture on employee performance which is mediated by organisational commitment, show a positive and significant relationship.

The Role of Transformational Leadership on Firm Performance: Mediating Effect of Corporate Sustainability and Moderating Effect of Knowledge-Sharing.

The primary purpose of the research is to investigate the mediating role of corporate sustainability in the relationship between the impacts of transformational leadership on the performance of firms. This study also aimed to investigate the moderating role of knowledge-sharing on the relationship of transformational leadership with corporate sustainability. Respondents of the study were the top management of large Chinese automobile sectors, such as Shanghai Automotive Business Corporation (Group), China FAW Group Corporation, Dongfeng Motor Co., Ltd., Beijing Automotive Group Co., Ltd., and China North Industries Group Corporation. These are the companies with the biggest market share in the automobile manufacturing industry in China. The data was gathered by using a self-administrative survey questionnaire from 198 individuals operating in different automobile industries in different sectors of China. The data were analyzed using structural equation modeling (SEM) through the Smart PLS 3.3.2 software. The results of this study revealed that transformational leadership has a positive and significant effect on the performance of the firm. Corporate sustainability has a significant positive mediating role in the association of transformational leadership and firm performance. Findings indicated that knowledge-sharing also has a positive moderating role in the association between transformational leadership and firm performance. The findings of this study contribute to the body of knowledge and show that leadership style has a significant effect on firm performance and that knowledge-sharing culture in firms is essential for better performance of the firm. Furthermore, firms may improve their performance by improving their sustainability and by creating knowledge-sharing culture. The findings are important, particularly in connection with a developed country like China. The findings have important insights for various stakeholders, i.e., government, regulatory bodies, practitioners, academia, industry, and researchers.

Impact of Transformational Leadership on Project Success: The Moderating Role of Emotional Intelligence of Leaders


 
 
 
 Purpose:This study examined the impact of transformational leadership on project success with the moderating role of emotional intelligence.
 Design/Methodology/Approach:The study was conducted on NGOs providing healthcare services in Lahore, Pakistan. This study was quantitative in nature. Data was gathered from 260 respondents through standardized questionnaire working on healthcare projects of Lahore. SPSS 22 was applied for data analysis
 Findings:The findings of this study showed the insignificant effect of transformational leadership on project success. However, a very strong impact of moderator i-e emotional intelligence was observed among the relationship of transformational leadership and project success. The theoretical and practical implications of study are substantial addition for the future researchers in the domain of project management.
 Implications/Originality/Value:Theoretically, this study demonstrates that the association between TL and PS with influence of the Emotional Intelligence has direct and significant. As a result, it supports the literature’s recommendation to evaluate the relationship between Transformational Leadership Style and PS with the moderator i.e. emotional intelligence.
 The findings suggest that Pakistani healthcare NGOs enterprises must seek for emotionally intelligent transformational leaders as well as proficiency in basic managing abilities while hiring. Furthermore, existing employees must be teaching to improve their Emotional Intelligence by enrolling in professional training.
 
 
 

Work Motivation as an Intermediary Variable in the Relationship between Principal Transformational Leadership, School Climate, and Teacher Professionalism

Teacher professionalism is an important aspect because it determines the quality of the teaching and learning process. However, the fact is that there are still many teachers who are considered to have professionalism that does not meet expectations. From the input-process-output perspective, factors that influence professionalism include transformational leadership, school climate, work motivation, and teacher professionalism. This study aims to determine and analyze the relationship between principals' transformational leadership, school climate, work motivation, and teacher professionalism, either directly or indirectly. This research is descriptive correlational research. The study population was 116 people, with a sample of 90 people who were selected using a proportionate random sampling technique. Data was collected using instruments consisting of transformational leadership (23 items), school climate (50 items), work motivation (44 items), and teacher professionalism (45 items) which had been tested for validity and reliability. The research data were analyzed descriptively and path analysis. The study results found that the principal's transformational leadership has a relationship with teacher professionalism, and the school climate has a relationship with teacher professionalism. The study results also showed the principal's transformational leadership has a relationship with work motivation, school climate has a relationship with work motivation, and work motivation has a relationship with teacher professionalism. Moreover, the work motivation of the teacher is the intermediary of the principal's transformational leadership relationship with teacher professionalism and the school climate relationship with work motivation.

The Impacts of Transformational Leadership and Employee Reactions on Individual Work Performance: Exploring Individual Adaptability as a Moderator

This research emphasized the significance of individual adaptability that plays the moderator role in the relationships of transformational leadership and employee reactions with individual work performance within the Malaysian oil and gas industry. The study respondents were employees of an oil and gas company operating in East and West Malaysia, specifically in the upstream segment. The respondents self-administered the questionnaire provided at their flexibility. The Structural Equation Modelling (SEM) in IBM-SPSS-AMOS 24.0 software was utilized to analyze and assess the inter-relationships of the study constructs. Individual adaptability was found to moderate the relationships of individual work performance with transformational leadership and employee reactions. The study findings stressed the significance of individual adaptability in boosting work performance, particularly in the oil and gas industry. Research on the moderating role of individual adaptability in the relationships of individual work performance with transformational leadership and employee reactions is limited, specifically in the Malaysian oil and gas industry. Creative, innovative, collaborative, and analytical skills are fundamental in this industry to be more competitive and generate new ideas, products, and procedures.

Transformational Leadership and Performance: Testing Mediation and Moderation in Qatari Hospitality Industry

This study aimed to determine organisational performance with the perspective of employees' service performance by leadership in the hospitality industry. For doing so, we hypothesised the relationship of transformational leadership and employees' service performance via two roots, service climate and organisational identification. Furthermore, to examine the leadership role in service climate development and organisational identification, we used proactive personality as the boundary condition to these relationships. Data for the study was collected from a diverse range of organisations operating in the Qatari hospitality industry. Findings showed that the service climate fully mediates the relationship, while organisational identification failed to mediate the relationship. Considering the moderating effects, results suggested that strong proactive personalities will strengthen transformational leadership on service climate and organisational identification. This study als0 discussed various theoretical and managerial implications.

Transformational Leadership Relationship with Employee Creativity: The Moderating Effect of Knowledge Sharing and Mediating Effect of Creative Self-Efficacy

Sustainable competitive advantage is the ultimate goal of numerous creative oriented firms. Therefore, this study’s purpose is to investigate the relationship amongst transformational leadership and employee creative performance with the intervening mechanism of creative self-efficacy, furthermore, this study’s purpose is to examine the knowledge sharing culture moderating role amongst transformational leadership and creative self-efficacy. A quantitative survey methodology was used for data collection, and 150 questionnaires have been circulated to employees employed in the private banking sector situated within twin city premises. This study’s result indicated that transformational leadership and employee creative performance have significant relationships with each other, moreover, creative self-efficacy mediates amongst that relationship. Furthermore, knowledge sharing culture does not moderate amongst transformational leadership and creative self-efficacy. Practical implications and limitations have been discussed. Likewise, the future direction is also recommended in this study.

The Three Graces of Leadership: Untangling the Relative Importance and the Mediating Mechanisms of Three Leadership Styles in Russia

ABSTRACTDrawing on the job-demand resource theory, the article examines the relative importance and the complementarity of three widely practiced leadership styles – transformational, paternalistic, and authoritarian. It investigates how the three styles relate to followers’ work engagement amongst employees in Russian domestic organizations. It also theorizes and tests the mediating effects of three psychological mechanisms, namely self-efficacy, self-esteem, and job control, on the examined relationships. The findings show that all three leadership styles relate to followers’ work engagement positively. The relationship of transformational leadership is dominant and mediated by all three psychological mechanisms. The remaining two styles also make their unique contributions to followers’ work engagement. Whereas authoritarian leadership influences followers by enhancing their self-efficacy and self-esteem, paternalistic leadership operates more extrinsically by increasing followers’ job control. Surprisingly, our analyses found that the role of control variables such as gender, age, and hierarchical position were insignificant in predicting how the three leadership styles influence employee work engagement. The study is among the first to shed light on the relative importance of the three focal leadership styles, their differential influences and interrelations, and the different mechanisms through which they relate to followers’ work engagement.

The relevance of leadership styles and Islamic work ethics in managerial effectiveness

Purpose Managerial effectiveness is considered as an essential element for sustainable development and competitive advantage for organisations, and its core conceptualisation revolves around the capability of management to manage self, subordinates and relationships. However, very few research addressed this important phenomenon; this study aims to fill this gap by investigating the mediating role of Islamic work ethics between leadership styles and managerial effectiveness. Design/methodology/approach Data collection was done through a structured questionnaire, and the hypothesized relationships were tested with the help of SmartPLS. Findings Results of the statistical analysis showed that transformational and transactional leadership styles are positively associated with managerial effectiveness. Also, Islamic work ethics mediated the association between transactional leadership and managerial effectiveness, and however, no mediation effect of Islamic work ethics was found in the relationship of transformational leadership and managerial effectiveness Originality/value Although volumes of research have been conducted into the nature of management and leadership over the past 50 years or so, there have been significant shortcomings in terms of little attention having been given to the issue of managerial effectiveness, lack of generalizability of findings and lack of relevance and utility; thus, this study contributed to human resource management literature by providing a macro-level model to measure managerial effectiveness.