Specific Leadership Research Articles

Instructor’s Leadership Style Improves Student Learning Motivation at Akademi Penerbang Indonesia Banyuwangi

The study "Instructor’s Leadership Style Improves Student Learning Motivation at Akademi Penerbang Indonesia Banyuwangi" examines how instructor leadership influences student motivation at API Banyuwangi. Learning motivation is key to academic success, and both intrinsic and extrinsic factors affect it. This study highlights the significant role instructors play in shaping student motivation through their leadership style. Using a quantitative approach, the researchers collected data from students and flight instructors via surveys. Two questionnaires were used: one to measure leadership style and another to assess student motivation. The sample was selected using stratified random sampling to ensure broad representation. The data was analyzed using SmartPLS 3, a tool that supports structural equation modeling and bootstrapping. Key findings show that specific leadership behaviors, such as giving clear instructions, offering constructive feedback, and using varied teaching methods, significantly enhance student motivation. Students are more motivated when instructors are seen as fair and engaging, which positively impacts their learning commitment. The analysis demonstrated that 74.2% of the variance in student motivation could be attributed to instructor leadership style, highlighting its importance. The study concludes that effective instructor leadership is crucial in boosting student motivation at API Banyuwangi. By fostering a supportive and engaging learning environment, instructors can enhance academic outcomes. The research emphasizes the importance of continuous professional development and innovative teaching practices to keep students motivated and committed to their studies.

Integrative public leadership: a systematic review

PurposePublic leadership literature has recognised the need for specific integrative leadership style in boundary-crossing collaborations, and it has been proposed as a new umbrella term for describing such leadership in boundary-crossing settings. The article reviews the research literature on integrative leadership and describes and analyses its contents by answering the following question: What are the characteristics of integrative public leadership?Design/methodology/approachTo review the integrative leadership literature, a systematic literature review was conducted. The databases and search services included Web of Science, Andor provided by Tampere University, Scopus, Emerald, Business Source Ultimate (Ebsco) and ScienceDirect (Elsevier). The search terms were accordingly chosen as integrative leadership, integrative public leadership and public integrative leadership. From the hundreds of search hits 25 research articles were selected in the reviewing process to be further analysed through qualitative content analysis. Crosby and Bryson’s (2010) framework for understanding leadership and the creation and maintenance of cross-sector collaborations was used as a starting point for the categorisation.FindingsThe article presents an improved integrative leadership framework that helps to identify the factors shaping integrative leadership and visualises better the interconnection of structures, processes and participants, through which leadership is enacted in the collaborative network.Originality/valueThe article extends the knowledge on integrative public leadership and helps to direct future research.

Exploring determinants influencing artificial intelligence adoption, reference to diffusion of innovation theory

An organization's ability to accept innovation heavily depends on its leadership caliber. Although leadership is known to affect all three stages of adoption (initiation, adoption, and routinization), literature has yet to examine the specific leadership components that contribute to each of these phases. Drawing from existing literature on transformational leadership and AI adoption, this article examines how transformational leadership can facilitate the successful implementation of AI technologies. This paper explores the intersection of transformational leadership and artificial intelligence (AI) adoption within organizations. This study used data from 250 companies to develop and evaluate a framework combining the Diffusion of Innovation (DOI) theory with transformational leadership (TL). The results were analyzed using structural equation modeling (SEM) techniques. The study examined the determinants influencing the adoption of AI as a new technology. This study found TL is a crucial driver of adoption, whereas elements like vision and intellectual stimulation are essential for the Intention to adopt. Also, this research indicates that adopting a significant innovation like AI is intricately linked to leaders' vision and ability to respect and recognize the feelings and needs of others (both indicators of offering individual assistance). Additionally, practical implications and recommendations for leaders are provided to navigate the complex landscape of AI adoption.

The Impact of Leadership Practices on the Adoption of Digital Transformation: The Moderating Role of Organizational Culture in Jordanian Manufacturing Sector

This study investigates how organizational culture influences the relationship between leadership practices and digital transformation, as well as the impact of digital leadership practices on the adoption of digital transformation inside organizations. Using a quantitative approach, data from numerous firms reveal that achieving digital transformation necessitates effective leadership, with specific leadership components such as communication, strategic planning, digital leadership, and continuous improvement being crucial. The findings show that, depending on how effectively organizational culture fits with leadership initiatives, it can either facilitate or delay digital change. The study underlines the importance of purposeful investments in leadership development and cultural alignment for successful digital disruption management. While emphasizing the importance of cultivating an innovative culture and giving leaders with practical insights.

The Effects of Managers' Leadership Styles on Employee Performance in Four-Star Hotels of Arusha City Council

Employee performance in four-star hotels in Arusha has been inconsistent, partly due to varying managerial leadership styles. This study investigates the effects of these leadership styles on employee performance in Arusha City Council. The research is grounded in a positivist philosophy, utilizing a mixed-methods approach with a dominant quantitative descriptive design based on multiple linear regression. The study draws upon key leadership theories, including transformational and transactional leadership theories, and examines the impact of specific leadership styles: democratic, autocratic, and laissez-faire. Stratified random sampling was employed to ensure representation across various departments, targeting a total population of 287 employees, with a final sample size of 167 participants. Data were collected using questionnaires and analyzed through descriptive and inferential statistics with the aid of SPSS (version 20). Notable hotels included in the study are Mount Meru Hotel, Arusha Serena Hotel, and Kibo Palace Hotel. Regression analysis indicated that all leadership styles significantly affect employee performance, with democratic leadership having the most positive impact. The study concludes that contingent leadership is essential for creating a work environment conducive to better performance in four-star hotels.

Leadership essential to steer success within the retail sector

PurposeThe purpose of this investigation was to determine the leadership necessary for the retail sector which is having to embrace complexity induced through accelerating changes in consumer behaviour and expanding information accessibility.Design/methodology/approachSemi-structured interviews were used for across 10 disparate retail organisations deployed as case studies safeguarding all quality considerations were fully integrated.FindingsThe findings reveal brands are coping with greater complexity than before. Loyalty is eroding whilst social media increases the complexity for brands to uphold control of their image. Developing the market without sacrificing exclusivity or alienating core consumers necessitates effective leadership. The deductions revealed that despite some leadership styles seemingly more conducive, that specific qualities are more important for the retail sector.Research limitations/implicationsBy selecting ten organisations every effort was made to ensure a greater degree of credibility in the findings. It is acknowledged that this investigation is sector specific. Nonetheless, there exists considerable transferability value as the role of leadership within the retail sector can mirror expectations within other environments.Originality/valueIt was validated that leaders need to foster an organisational culture promoting continuous learning whilst introducing a consumer-first perspective across the business. The findings reinforce how specific traits, behaviours and styles are imperative amongst leaders preserving the success of the retail organisation with less focus on specific leadership styles.

More than medicine: antimicrobial resistance (AMR) as a social and political challenge that can be overcome

ABSTRACT Growing antimicrobial resistance (AMR) threatens modern medicine and global food security through the gradual loss of effective antibiotics and other crucial drugs and chemicals. This dispiriting but inexorable development presents daunting social and political challenges because it arises from how drugs are produced and people everywhere in the world use them. Results of monumental international efforts led by United Nations and European Union bodies to create common purpose and concerted actions against AMR since the early 2010s are so far discouraging. Declarations and plans have proliferated. But social factors such as national and local politics have stymied effective action. Nevertheless, countries in Europe demonstrate that AMR mitigation is politically possible. This article draws on contributions to the SI on AMR politics and governance to illustrate how. Specific institutional arrangements, cultural values, and leadership commitments have had strong impacts on the degree of success of AMR policies. In turn, these factors represent important political conditions that some policymakers have successfully navigated. Hence, the SI’s contributions can offer policy leaders and entrepreneurs clues for domestic and local political efforts to control AMR.

Liderazgo del Personal de Enfermería en Unidades de Primer Nivel de Atención en Comunidades Indígenas

Leadership is one of the functions of the nursing professional, which equips nurses with the necessary qualities to manage resources, make decisions, and lead a team. When these functions are conducted in primary care units within Indigenous populations, nursing staff may face specific sociocultural and geographical barriers. Aim: to identify the leadership functions applied by nursing staff in health units in Indigenous populations. Methods: community case study following an ethnographic approach through semi-structured interviews with nursing staff and users, participant observation, and the use of field diaries. Results: specific leadership functions performed by nursing staff were identified, as well as some of the barriers they face, such as inadequate communication related to the native language, lack of community support networks, gender role gaps, and geographical barriers. Conclusions: the role of the nursing professional as a leader in primary care units is crucial; however, there are sociocultural and geographical barriers that limit these functions, making it essential to develop strategies to reduce these barriers.

Navigating complexity: healthcare providers’ experiences with integrating physical health promotion in psychosis outpatient services in Sweden

Background Individuals with psychotic disorders face an increased risk of physical health issues, leading to reduced life expectancy. Despite recommendations to integrate physical health promotion into mental healthcare, challenges persist, and mortality from somatic diseases continues to rise. Understanding healthcare providers’ perspectives is crucial to overcoming these barriers. This study aims to explore the experiences of healthcare providers working in direct patient care and as unit heads regarding factors influencing health promotion in Swedish psychosis outpatient units. Methods A qualitative descriptive study was conducted in two specialized psychosis outpatient units. Thirteen healthcare providers, including clinical case managers and three heads of units, were individually interviewed. Thematic analysis was used to analyze the data. Results Three main themes were generated: (1) Health care providers’ attitudes and competence. The health care provider’s values and beliefs influenced the engagement in health promotion. (2) Patient-related aspects. Understanding how different patient life components shaped the physical health and need for measurements (3) Organizational prerequisites. Prioritizing resources and leadership impact the experience of health promotion. Clinical case management appeared as a promising approach to coordinate/integrate physical and mental health care, evident in themes 1 and 3. Conclusions Beyond organizational factors, healthcare providers’ skills, patient understanding, and ethical reflection influence their motivation to engage in physical health promotion. The study included only 13 participants, representing various professions, including managers who provided specific leadership perspectives. Clinical case managers appear well-suited to address physical health promotion due to their proficiency in shared decision-making and coordination.

Designing an Entrepreneurial Model of Remote Communication Technologies in Clinical Medicine: A Qualitative Study

Background: Today, information technology has permeated all fields, transforming numerous aspects of our lives, while entrepreneurship has become increasingly essential. In medicine, the integration of this technology is becoming crucial. Objectives: This research focuses on designing an entrepreneurial model that leverages modern communication and information technologies in the health sector. By capitalizing on created opportunities, entrepreneurs can drive innovation, leading to cost savings, time efficiency, and greater access to health and medical services for people everywhere. Methods: In this qualitative study, the sample included faculty members from Iran University of Medical Sciences, selected through purposive sampling. Following this, the sample was expanded using snowball sampling, introduced through key experts, to include additional informed individuals. Data collection was conducted through semi-structured interviews with faculty members, experts, and knowledgeable individuals who were willing to participate. The interviews continued until data saturation was reached. Data analysis was carried out using content analysis, with coding performed using MAXQDA10 software. Results: After coding and identifying the main and sub-themes, content analysis was completed, resulting in 10 main themes and 57 sub-themes. All interviewees highlighted sub-themes such as "infrastructure and hardware," "internet bandwidth," "access to electronic health records," "equipment and supplies," "data privacy," "qualified physicians," and "counseling." Conclusions: When designing an entrepreneurial model in any region or country, it is essential to consider the existing needs and conditions, environmental demands, population characteristics, culture, habits, preferences of service recipients, infrastructural capabilities, governing laws, and security issues. Additionally, the model must incorporate specific leadership, management, and oversight to ensure it becomes a responsive and effective system.

‘I have gained insight, direction, affirmation, and a network’. Examining the impact of the UK's first LGBTQ+ specific leadership development programme in higher education

This article explores the UK's first specific lesbian, gay, bisexual, transgender, queer or questioning (LGBTQ+) leadership development programme in higher education. It assesses the programme's value for the participants, who comprised of 12 colleagues in academic and professional services roles in one English Post 92 University. The year-long programme offered leadership training, mentoring and networking to LGBTQ+ staff in aspiring to leadership roles. It adopted Whitmore's GROW coaching model and promoted authenticity in the workplace and authentic leadership. The article contends that leadership development initiatives for those with protected characteristics are important in an evolving higher education landscape which is ever more complex. Despite tensions with the concept of authenticity, the article is rooted in a post-structuralist theoretical framework that rejects essentialist views of gender and sexuality. Instead, it aligns with a Butlerian paradigm, where gender and sexual identities are diverse, fragmented and perpetually evolving in relation to others and within systems of power and knowledge. The leadership programme did not assume that LGBTQ+ individuals are intrinsically different from their heterosexual and cisgender peers. However, it developed in its participants, the insight to see that their distinct life experiences as an LGBTQ+ person in a hetero- and cisnormative society had given them a distinct set of attributes conducive to effective and authentic leadership.

Psychometric Properties of the Turkish Form of a New Scale for Nurse Leaders: Coaching-Based Leadership Scale.

Background: In the current literature, no existing scale that can measure nurse specific coaching-based leadership has been found. Purpose: The study was conducted to determine the Turkish validity and reliability of the Coaching-Based Leadership Scale (CBLS). Methods: The research is methodological. The study was conducted in two sample groups for the employees' and leaders' versions of the scale. Results: The confirmatory factor analysis of the scale revealed that both the employees' and leaders' versions have a 16-item, four-factor structure, and the fit indices were confirmed as follows: for the employees' version: Chi-square (χ2) = 361.948, χ2/degrees of freedom (df) = 4.022, root mean square error of approximation (RMSEA) = 0.133, goodness of fit index (GFI) = 0.808, comparative fit index (CFI) = 0.941, Tucker-Lewis index (TLI) = 0.821, and standardized root mean square residual (SRMR) = 0.0317, and for the leaders' version: χ2 = 180.121, χ2/df = 1.896, RMSEA = 0.104, GFI = 0.809, CFI = 0.970, TLI = 0.962, and SRMR = 0.0177. The obtained fit indices indicated a good fit. The scale-item-total score correlations were found to range from r = 0.816 to r = 0.952 for the employees' version and from r = 0.922 to r = 0.968 for the leaders' version, which were determined to be at an acceptable level. It was determined that the Cronbach's alpha (α) reliability coefficient of the scale was 0.98 in the employees' version and the Cronbach's α coefficients of its subdimensions were 0.93 for working alliance, 0.96 for open communication, 0.97 for learning and development, and 0.96 for progress and results. In the leaders' version, the Cronbach's α reliability coefficient was 0.99, while the Cronbach's α coefficients of its subdimensions were found to be 0.93 for working alliance, 0.96 for open communication, 0.97 for learning and development, and 0.96 for progress and results. Conclusion: It has been determined that the CBLS is a valid and reliable measurement tool for Turkish nursing employees and managers.

Employee green innovation behavior based on the ability-motivation-opportunity framework: fuzzy-set qualitative comparative analysis

PurposeThe increasing emphasis on ecological responsibility within Chinese enterprises has underscored the critical role of employees’ green innovation behavior in enhancing environmental performance and enhancing core competitiveness. Grounded in the Ability, Motivation, and Opportunity (AMO) theoretical framework, this study employs configuration analysis to investigate the driving mechanisms behind the multi-factorial interplay affecting employees’ green innovation behaviors.MethodologyData was collected through questionnaires distributed among a random sample of 219 Chinese corporate employees. fuzzy-set Qualitative Comparative Analysis (fs-QCA) was then applied to identify the specific configurations contributing to high levels of green innovation behavior.Findings(1) There are three driving paths for employees’ green innovation behaviors: a leadership-organization co-driving path composed of green self-efficacy, environmentally transformative leadership, and organizational support; a leadership-driving path composed of green self-efficacy, environmentally transformative leadership, internal motivation, and external motivation; and an organization-driving path composed of green self-efficacy, organizational support, internal motivation, and external motivation. (2) There are three non-green innovation behavior-driven paths: they are divided into organizational support lack type, leadership-organizational joint lack type, and capability lack type. (3) Under specific conditions, motivational factors and environmental change leadership, motivational factors and sense of organizational support can promote employees’ green innovation through equivalent substitution.Originality(1) Significant emphasis is placed on examining how Ability, Motivation, and Opportunity synergize to shape employees’ green innovation behaviors, addressing a gap in the literature regarding their collective influence. (2) The study applies a configural approach to unravel the complex causal linkages influencing employees’ green innovation behaviors, offering detailed insights into the dynamics between individual attributes and contextual factors. (3) This research elucidates the combined effects of factors such as organizational support, leadership styles, and employees’ intrinsic and extrinsic motivations, and how they collaborate to foster an environment conducive to green innovation.ImplicationsThe findings not only enrich the theoretical understanding of green innovation behavior but also provide strategic recommendations for Chinese enterprises to encourage such behavior. These insights are essential for guiding sustainable development and enhancing competitive advantage.

The perceived influence of Christian leadership competencies during COVID-19

Purpose: Surviving the coronavirus disease 2019 (COVID-19) pandemic required much of leaders. It highlighted the complexities of faith in the workplace. Christian business leaders drew on their faith to influence employees’ work intentions and behaviours through specific leadership competencies. This study aimed to gain insights into the leadership competencies of Christian leaders during COVID-19 and its perceived influence on colleagues’ values and workplace behaviour through the leaders’ integration of faith and work.Design/methodology/approach: The study used a qualitative, grounded theory approach with semi-structured interviews to collect data. Participants (N = 14) were full-time Christian leaders selected through purposeful, convenient, and snowball sampling.Findings/results: The findings indicated that Christian business leaders exhibited distinctive leadership competencies attributed to their faith. These competencies allowed them to express their beliefs to co-workers in ways that surpassed verbal communication.Practical implications: Organisations should consider implementing leadership development programmes focusing on integrating faith and values into leadership practices. Providing Christian leaders with tools and resources to align their leadership approach with their spiritual beliefs can enhance their ability to create a positive and ethical workplace culture.Contribution/value-add: Although no study has directly explored religion’s role in dealing with pandemics, understanding the impact of beliefs such as Christian religiosity on work can complement management and organisational practices. The findings contribute to leadership studies by laying the groundwork for future investigation into the role of faith integration in leadership behaviours and outcomes.

Transformational Leadership and Sustainable Practices: How Leadership Style Shapes Employee Pro-Environmental Behavior

Organizations committed to sustainability and reducing their environmental footprint depend largely on the pro-environmental performance of their employees. This study investigates how environmentally specific transformational leadership (ESTL) shapes employee pro-environmental performance, as well as the mediating role of employee environmental awareness and the boundary condition of emotional exhaustion at work. Data were collected from 264 participants across three waves. The findings reveal that ESTL exerts a positive influence on employee environmental awareness, which in turn enhances pro-environmental performance. Additionally, the positive indirect effect of ESTL on pro-environmental performance through environmental awareness is moderated by emotional exhaustion, being stronger when the emotional exhaustion level is low. These findings highlight the critical role of leadership in fostering environmental sustainability within organizations and the importance of considering employee psychological well-being in the process. Our research contributes to the understanding of how specific leadership behaviors can drive pro-environmental actions in the workplace, offering practical implications for organizational leaders aiming to enhance environmental performance.

Dysfunctional follower behavior and organizational performance in state‐owned organizations: the moderating role of specific leadership behavior

Dysfunctional follower behavior and organizational performance in state‐owned organizations: the moderating role of specific leadership behavior

A comprehensive analysis of leadership attributes, discrepancies, and implications for gender equity in vascular surgery

ObjectiveWell-developed leadership skills have been associated with a better understanding of health care context, increased team performance, and improved patient outcomes. Surgeons, in particular, stand to benefit from leadership development. Although studies have focused on investigating knowledge gaps and needs of surgeons in leadership roles, there is a noticeable gap in the literature concerning leadership in vascular surgery. The goal of this study was to characterize current leadership attributes of vascular surgeons and understand demographic influences on leadership patterns. MethodsThis retrospective cohort study was a descriptive analysis of vascular surgeons and their observers who took the Leadership Practices Inventory (LPI) from 2020 to 2023. The LPI is a 30-question inventory that measures the frequency of specific leadership behaviors across five practices of leadership. ResultsA total of 110 vascular surgeons completed the LPI. The majority of participants were White (56%) and identified as male (60%). Vascular surgeons most frequently observed the “enabling others to act” leadership practice style (8.90 ± 0.74) by all evaluators. Vascular surgeons were most frequently above the 70th percentile in the “challenge the process” leadership practice style (49%) compared with the average of other leaders worldwide. Observers rated vascular surgeons as displaying significantly more frequent leadership behaviors than vascular surgeons rated themselves in every leadership practice style (P < .01). The only demographic variable associated with a significantly increased occurrence of achieving 70th percentile across all five leadership practice styles was the male gender: a multivariable model adjusting for objective experience showed that men were at least 3.5 times more likely to be rated above the 70th percentile than women. ConclusionsVascular surgeons under-report the frequency at which they practice leadership skills across all five leadership practice styles and should recognize their strengths of enabling others to act and challenging the process. Men are recognized as exhibiting all five leadership practices more frequently than women, regardless of current position or experience level. This observation may reflect the limited leadership positions available for women, thereby restricting their opportunities to demonstrate leadership practices as frequently or recognizably as their male counterparts.

EXPLORING TEAM COHESION IN PROJECT MANAGEMENT

Project management represents an essential area of research with a significant impact on society and the economy. This paper aims to critically analyze the scientific literature on team cohesion and its influence on project outcomes. We employ a qualitative approach based on secondary sources to identify and evaluate critical factors such as knowledge exchange, trust, and team cohesion and to examine how these contribute to project success. The novelty of our work lies in its interdisciplinary approach, integrating perspectives from organizational psychology and project management to investigate the dynamics of team cohesion and its impact on project performance. Within this article, we critically analyzed team cohesion through the lens of individual team member competencies first, leadership styles second, and the relationship between them third. Our results indicate that integrating team cohesion into project dynamics maximizes operational efficiency and enhances resilience and adaptability against unexpected challenges. Managers who adopt specific leadership approaches (e.g., transformational and transactional) are identified as crucial factors in creating and maintaining project team cohesion. Furthermore, the article emphasizes that integrating team cohesion into management practices contributes not only to project success but also to its sustainability. Managers can develop effective strategies and interventions to enhance collaboration and outcomes within project teams by profoundly understanding the relationship between team cohesion and project performance.

A Pilot Survey Linking Antecedents of LMX Relationships and PWDs Institutions Performance: An Assessment of PWDs Institutions in Kenya

The modern working world has made strides in building a stronger equitable society. There has been great resilience in including policies that ensure persons living with disability play their economic role. The current study was guided by two objectives: effect of transformational leader-characteristics as antecedents of LMX on organization performance in PWDs in Mombasa and Kilifi Counties and moderating effect of organization culture on LMX and organization performance in PWDs institution in Mombasa and Kilifi Counties; Leader-Member exchange theory and social exchange theory formed the theoretical foundation of this study. A conceptual framework showing the correlation of the study’s variables is also given. The study applied descriptive research design and the target population of the study was managers and subordinates at all levels within the organizations. Stratified sampling, convenience sampling and random sampling techniques were used to generate the sample size. A sample size of twenty-five (25) respondents two (2) to three (3) employees from every department. Semi-structured questionnaires were used for the study. The study conducted and applied Cronbach alpha reliability estimate. The study used quantitative and qualitative methods to analyze data. The study results provided a good governance framework of engaging their business networks within their localities. Statistical Package for Social Sciences (SPSS) for windows version 21 was used. One of the significant findings was the realization that there was an increment in leader-characteristics of leaders in organizations. One of the conclusions of the study was that when leaders believe in their own abilities this often-enhanced LMX relationships hence improved organizational performance. A key recommendation of this study was the need for the Government ministries concerned with PWDs mainstreaming in the organizations have specific leadership practices that help build effective LMX relationships in organizations.

Transformational Leadership and Organizational Behavior: The Mediating Role of Commitment to Change among Teachers in Davao City

This study assessed the mediating effect of commitment to change on the relationship between transformational leadership and the organizational behavior of teachers in Davao City. The research design employed in this study is a quantitative, non-experimental, correlational research design with adopted instruments from Fedor, Caldwell, &amp; Herold (2006) Commitment to Change Scale, Avolio &amp; Bass (2004) Transformational Leadership Scale, and Bateman &amp; Crant (1993) Organizational Behavior Scale. The researchers selected 183 teachers as respondents through proportional quota sampling. The researchers used mean, Pearson-product moment correlation, and Path Analysis to analyze the data. The findings revealed that the levels of transformational leadership, organizational behavior, and commitment to change are evident among teachers in Davao City. Moreover, the researchers found that there is a significant relationship between transformational leadership and commitment to change (p-value=.001), commitment to change and organizational behavior (p-value=.000), and transformational leadership and organizational behavior (p-value=.004). Furthermore, the results showed a partial mediation of commitment to change in the relationship between transformational leadership and organizational behavior. With these findings, the researchers recommend that further investigation should be undertaken to understand the dynamics between commitment to change, transformational leadership, and organizational behavior among teachers. Also, the researchers recommend exploring the leadership styles, practices, and challenges faced by school heads in promoting a culture of change within educational institutions and examining the specific leadership styles employed by the school head that could potentially impact the teachers’ commitment to change and organizational behavior.