Transactional Leadership Research Articles

Enhancing higher education performance: Transformational, transactional and agile leadership

Orientation: Leadership styles have a significant influence on institutional performance. Transactional, transformational and agile leadership styles demonstrate positive organisational outcomes.Research purpose: This study examines how transactional, transformational, and agile leadership styles influence and predict institutional performance within South African higher education. By identifying the most effective leadership approach, the research offers recommendations to enhance leadership strategies in the sector.Motivation for the study: These leadership styles were selected because of their relevance in navigating the structural, innovative and adaptive needs of higher education institutions. Understanding their impact will help shape more effective leadership interventions.Research approach/design and method: A quantitative, correlational design was used. The Multifactor Leadership Questionnaire (MLQ), Agile Leadership Questionnaire and Institutional Performance Questionnaire were administered to a convenience sample of 224 staff across five public institutions in South Africa.Main findings: All three leadership styles positively and significantly influenced institutional performance. Transformational and agile leadership showed the strongest ability to explain the variance in performance, with transformational leadership explaining the most variance.Practical/managerial implications: Effective leadership is critical for performance in South African higher education. Leadership training should develop transformational and agile leadership behaviours.Contribution/value-add: The findings highlight the importance of leadership style for institutional performance and the need for tailored leadership developmental programmes in academia.

Pengaruh Kepemimpinan Transaksional, Motivasi, dan Disiplin Kerja Terhadap Kinerja Karyawan pada PT. Sun Star Motor

Every company depends on human resources who play an important role in being able to achieve company goals. The success of a company can be reflected in the performance of the company's employees. The purpose of this study is to find out what is the influence of transactional leadership, motivation and work discipline on employee performance at PT. Sun Star Motor MT. Haryono Semarang by sampling using a saturated sample technique because the entire population was sampled because the number was too small, namely 60 people. This data collection method is researched using the questionnaire method. The variable measurement scale used is the assessment likert scale in the form of a score on answer preferences. The data analysis used was multiple linear regression analysis. In this study, there are three hypotheses that must be tested to prove their suitability for each independent variable to the bound variable. (1) Transactional leadership towards employee performance. For the value of sig. 0.042 < 0.05 with a coefficient of β=0.278 which is a positive value. (2) Motivation for employee performance. For the value of sig. 0.611 > 0.05 with a coefficient of β=-0.077 which is negative. (3) Work discipline has a positive effect on employee performance. For the value of sig. 0.037 < 0.05 with a coefficient of β=0.300 which is a positive value. So the results of the research that have been carried out can be found that transactional leadership has a positive and significant effect on employee performance, motivation has a negative and insignificant effect on employee performance, work discipline has a positive and significant effect on employee performance.

Leadership Style Exercised by Nurses in A Clinic in Barranquilla Colombia

Nursing leadership is not just about a position, but a mindset that contributes to other people. Nursing professionals should strive to influence the management of their professional and academic activities, taking initiative and assuming responsibility for changes in healthcare delivery. The objective is to determine the leadership styles practiced by nursing professionals in a clinic in Barranquilla, Colombia. According to the results of a quantitative, descriptive, and cross-sectional study, the population and sample consisted of 83 nurses working in a clinic in Barranquilla, Colombia. The coefficient of variation (CV) for this leadership style was 9%. Additionally, it was found that transactional leadership was slightly above the scale's average, with a mean of 0.661 and a variability of 16%. On the other hand, corrective-avoidant leadership was also slightly above the scale's average, with an average value of 0.607 and a variability of 35%. These results indicate that leadership exists among the studied nursing professionals, with transformational leadership being predominant. Additionally, a strong linear relationship is evident between the positive/organizational outcomes highlighted by the respondents and the variables assessing transformational leadership.

A critical review of leadership styles in higher education institutions: Implications for employee commitment in South Africa

Purpose: This study critically examines the implications of leadership styles on employee commitment in higher education institutions in South Africa, addressing the challenges posed by rapid transformation in the sector. Methodology: A systematic literature review approach was adopted, synthesizing existing research findings from credible academic databases. Results: The study established that transformational leadership, focusing on vision-setting and employee empowerment, fosters trust and commitment. Conversely, transactional leadership, relying on contingent rewards, may inhibit creativity and long-term engagement. Theoretical contribution: This review contributes to the understanding of leadership dynamics in higher education, particularly in the South African context, by highlighting the relationship between leadership styles and employee commitment. Practical implications: The findings underscore the need for effective leadership development programs and organizational policies that cultivate staff commitment, potentially improving the performance of South African higher education institutions. Sustainable Development Goals (SDGs): SDG 4: Quality Education; SDG 8: Decent Work and Economic Growth; SDG 10: Reduced Inequalities; SDG 16: Peace, Justice and Strong Institutions

Investigating the Mediating Role of Team Communication in the Relationship between Leadership Style and Team Performance in AI-based Interaction Systems Development

This research investigates the complex interplay of leadership styles, team communication, and AI-interaction System development within the context of AI-based interaction systems development teams. The purpose is to elucidate how these variables intersect and collectively influence team performance. By exploring the dynamics specific to AI technologies, the study aims to contribute nuanced insights to the existing literature on leadership in technology-driven environments. Employing a quantitative approach, the study utilizes a structured questionnaire distributed to participants within AI development teams. The research focuses on leadership styles, encompassing both transformational and transactional approaches, team communication dynamics, and the developmental stage of AI-based interaction systems as key variables. Data analysis involves regression, mediation, and moderation analyses, facilitated by SPSS software, to uncover the relationships and interactions among these variables. Findings reveal that both transformational and transactional leadership positively influence team performance, mediated by effective team communication. Additionally, the developmental stage of AI-interaction Systems moderates these effects, highlighting the need for adaptable leadership strategies. This study addresses gaps in existing research by focusing on the specific dynamics within AI development teams, an area previously underexplored. The practical implications are significant for leaders in AI development teams, offering strategies to enhance team collaboration and performance. Key references include Bass and Riggio's work on transformational leadership and Brynjolfsson and McAfee's studies on AI's transformative potential. This research contributes to a nuanced understanding of leadership in technology-driven environments, guiding organizational practices in the AI era.

Leadership, Team Performance, and Professional Development Among Chinese College Dance Instructors

This study explores the relationship between leadership style, team performance, and professional development among college dance teachers in China. Involving 410 dance teachers, mostly aged 26 to 40 with master’s degrees and extensive teaching experience, the research highlights the crucial role of effective leadership in fostering teamwork, personal growth, and high-quality arts education. Key findings indicate that transformational leadership—marked by inspirational motivation, intellectual stimulation, and personalized consideration—is strongly linked to improved team performance and professional development. In contrast, transactional leadership shows mixed results in fostering creativity and long-term career growth, while laissez-faire leadership hampers team performance and career opportunities. Respondents emphasized the need for a balanced integration of teaching, academic research, and artistic creation for continued professional growth. The study also underscores the importance of emotional intelligence (EQ) in leadership, enhancing teaching management and team coaching. Significant differences were observed across demographics, with a positive correlation between strong leadership, team dynamics, and professional growth. The study recommends targeted training for dance teachers, adoption of transformational leadership, and comprehensive development programs to enhance team performance and individual growth, thereby improving the quality and global competitiveness of Chinese dance education

Effect of Leadership Styles on Employee Productivity in Nepalese Commercial Banks

Different leadership styles can significantly affect organizational outcomes and employee well-being. There are many distinct leadership philosophies, and a leader may choose to implement a certain style depending on their inclinations, the circumstances, and the demands of their group. The aim of this study was to investigate the impact of different leadership styles on employee productivity in the banking sector. The study employed a descriptive and causal comparative research design. This quantitative research aimed to establish the relationships between dependent and independent variables. The population consisted of employees from Nepalese commercial banks, with 384 complete responses gathered through a judgmental sampling method from initial 390 questionnaires distributed. The findings shows the transformational leadership, transactional leadership, charismatic leadership and laissez-faire leadership are all positive and statistically significant on the employee productivity. The consistency in the positive effects of transformational charismatic leadership and laissez-faire leadership across different contexts suggests that these styles may be universally beneficial, although the degree of impact may vary depending on the organizational environment and culture. Transactional leadership, while effective, may need to be complemented with other styles, especially transformational and charismatic, to achieve optimal outcomes.

A Multilevel Analysis of Attitudes towards Inclusive Education among Teachers of Students with Developmental Disabilities in China: School Factors Matter.

Teachers' attitudes towards inclusive education (ATIE) are crucial for educating students with developmental disabilities. The school environment plays an important role in shaping teachers' ATIE. This study aimed to examine the effects of three school factors (i.e., perceived school support, perceived principals' leadership, and in-service training) on teachers' ATIE and the mediating effect of self-efficacy in the relationships. A total of 972 teachers who taught students with developmental disabilities in 49 inclusive elementary schools in Beijing, China, participated in this study. Multilevel analysis was performed to analyze the data. After controlling for demographics, at the school level, administrative support (one dimension of perceived school support) positively predicted teachers' ATIE. At the individual level, teachers' ATIE were positively predicted by emotional support (one dimension of perceived school support) and in-service training, but negatively predicted by transactional leadership (one dimension of perceived principals' leadership). Self-efficacy mediated the positive effects of transformational leadership (one dimension of perceived principals' leadership), emotional support, and in-service training on ATIE. Administrative support, emotional support, transformational leadership, and in-service training are conducive to fostering positive ATIE among teachers of students with developmental disabilities, and the underlying mechanism is explained by the mediating role of self-efficacy.

Analysis Head Nurses' Leadership Styles to Staff Inpatient Nurses' Job Performance Royal Prima Hospital

lack of research in knowing the relationship between nurse leadership styles and nurse performance. Data collection by interviews, questionnaires and observations on inpatient nurses at Rotal Prima Hospital Medan. This study tries to examine the influence of the Job Performance Nurse dimension which is influenced by the dimensions of the Transactional Leadership Style and the Transformational Leadership Style of Head Nurses. This research is associative, with a quantitative method approach, using a descriptive correlational research design. The research was validated using SPSS-26 with data analysis techniques using multiple linear regression analysis. The results showed that the Transactional Leadership Style and Transformational Leadership Style had a positive and significant effect on Nurse Job Performance. The results of this study, we found that nurse leaders must have a good transformational leadership style so that leaders can help and encourage their subordinates in providing training and achieving their work goals properly. Nurse leaders are more likely to adopt a transformational leadership style. The results of this study also show that transactional leadership can affect nurse performance, although it is even better if the head nurse performs transformational leadership.

Effects of Transformational and Transactional Leadership Styles and the Use of Enabling and Coercive Managerial Control Systems in Creative thinking

This study aims to analyze the effects of leadership styles and the use of a management control system on creative thinking. Descriptive research was carried out using a survey with 215 mid-level managers from the Brazilian textile industry and hypotheses were tested using structural equation modeling. Results show that transformational leadership is significantly related to divergent thinking and enabling and coercive approaches. Moreover, transactional leadership is significantly related to convergent thinking, besides coercive and enabling approaches. The enabling approach exerts complete mediation in the relationships between transformational leadership and divergent thinking, as well as the coercive approach mediates between transactional leadership and convergent thinking.

Exploring the Effect of Leadership Styles on Financial Management Practices in Tertiary Healthcare Institutions in South-South Nigeria

Leadership in healthcare institutions has a significant effect on financial management practices, which are crucial for ensuring the sustainability and efficiency of service delivery. This study explores the effect of various leadership styles—autocratic, democratic, laissez-faire, bureaucratic, transformational, and transactional—on financial management practices, specifically financial accountability and budgeting, in two tertiary healthcare institutions in South-South Nigeria: University of Port Harcourt Teaching Hospital (UPTH) and Rivers State University Teaching Hospital (RSUTH). Using a cross-sectional design approach, quantitative data were collected through structured questionnaires administered to 195 participants from UPTH and 115 from RSUTH. The data were analyzed using Descriptive statistics and Spearman’s rank-order correlation. The results revealed that at RSUTH, transformational and autocratic leadership styles positively influenced financial accountability, with transformational leaders fostering transparency and ethical practices, while autocratic leaders ensured compliance with financial standards. In terms of budgeting, democratic and transactional leadership styles were positively associated with budgeting practices at RSUTH, supporting inclusive and structured financial planning. At UPTH, laissez-faire and bureaucratic leadership styles unexpectedly showed positive correlations with budgeting, suggesting that decentralized decision-making and procedural rigor may encourage employee engagement in financial planning. These findings highlight the importance of adaptable leadership that balances compliance with collaborative and innovative approaches to financial management. The study concludes that healthcare institutions should prioritize transformational and democratic leadership styles, which promote transparency, accountability, and participatory decision-making. Implementing leadership development programs to equip leaders with adaptable skills based on situational needs is recommended. Future research should investigate the long-term effects of leadership styles on financial sustainability across diverse healthcare contexts.

The Impact of Leadership Styles on Teacher Performance

Leadership in educational settings plays an important role in shaping teacher performance, influencing motivation, job satisfaction, and overall school improvement. This study investigates the effects of transformational, transactional, and servant leadership styles on teacher performance. Using a mixed-methods approach, it examines the nuances of how each leadership style uniquely impacts teachers’ commitment, morale, and engagement in professional development. The study focuses on the UAE educational context, where understanding effective leadership approaches is essential in fostering an environment conducive to teaching excellence and student success. Findings suggest that transformational leadership enhances motivation and commitment, while transactional leadership supports efficiency and adherence to structure. Conversely, servant leadership fosters a community-oriented and supportive culture. This study provides valuable insights for educational leaders aiming to optimize teacher performance through strategic leadership styles and offers recommendations for future research in varied educational settings. Keywords: Educational Leadership, Teacher Performance, Transformational Leadership, Transactional Leadership, Servant Leadership.

Navigating values: leadership behaviors for enhancing police organizational identity

PurposeThis study investigates the differential effectiveness of leadership styles within the German Federal Police Office, focusing on how these styles interact with employees' personal values to influence organizational identification (OI). Thus, we investigate the augmentation hypothesis and explore the moderating effects of personal values on leadership effectiveness regarding OI.Design/methodology/approachUtilizing a quantitative cross-sectional design, the study analyzes responses from 1,816 police employees via the Multifactor Leadership Questionnaire and Portraits Value Questionnaire. Hierarchical regressions are used to analyze the hypothesized associations.FindingsThe results indicate that transformational leadership significantly enhances OI more than transactional or laissez-faire leadership. Moderating effects of personal values reveal complex interactions: while transformational leadership consistently predicts higher OI, transactional leadership’s effectiveness varies according to the employees' values such as Conformity and Tradition enhancing OI, Universalism and Benevolence diminishing it. These findings suggest that leadership effectiveness in policing is contingent on aligning leadership style with the personal values of the employees.Originality/valueThis research contributes to the understanding of how personal values modulate the impact of leadership styles on organizational outcomes within police organizations. It underscores the necessity for police leaders to consider the value profiles of their employees to optimize OI and effectiveness. The study is among the first to systematically explore these dynamics within a law enforcement context, providing empirical evidence to inform targeted leadership development and policy-making in policing.

Unveiling Leadership Styles in Work Life Balance: Insights from a Systematic Literature Review

The current study analyzed various leadership styles in the context of their impact on work-life balance (WLB) in organizational contexts. In this regard, a systematic literature review was conducted, where 19 peer-reviewed articles were analyzed, and published from 2003 to 2020. Whereas, relevant literature was identified through a systematic search on databases, such as Google Scholar, JSTOR, and PubMed, while utilizing keywords like 'leadership styles' and 'work-life balance.' It was revealed in the findings that transformational leadership is the most effective approach to cultivating a healthy work-life atmosphere while improving satisfaction and engagement. Whereas, Transactional leadership, emphasizes task completion and rewards, and is less promising for work-life balance, favoring organizational objectives over individual well-being frequently. Moreover, Laissez-faire leadership, known as limited direction, is connected with lower satisfaction and commitment. Consequently, the study emphasized gender-based research to handle the distinct work-life balance challenges, encountered by both men and women. It is also recommended to focus on leadership dynamics specific to organizations, especially in areas where work-life balance is vital. Additionally, essential policy proposals encompass the advancement of transformational leadership, gender-centric research, and adaptable work policies. Whereas, this review contributes to understanding the vital role leadership plays in enhancing employee well-being and organizational success.

Constructive and Destructive Voice Behaviors in Cooperatives: The Role of Intrinsic and Extrinsic Motivational Drives

This study aims to understand how job satisfaction relates to constructive and destructive voice in cooperatives by developing an integrated theoretical model that combines Social Exchange Theory (SET) and Motivational Synergy Theory (MST). We investigate the underlying motivational explanation by adopting a follower-centric perspective and focusing on intrinsic and extrinsic factors related to leadership styles and performance-based rewards. The empirical mediation analyses of 300 workers of Italian cooperatives show specific associations of job satisfaction with constructive and destructive voice via transformational and transactional leadership and performance-based rewards. Unlike most existing literature, this study considers employee voice as an extra-role behavior that can be positive (constructive) or negative (destructive) for the organization. Moreover, it brings new theoretical perspectives to the voice debate by combining SET and MST, thus developing fertile grounds for further studies. Finally, it extends existing knowledge about employee voice to the under-investigated but highly relevant context of cooperatives.

Gender differences in perceptions of leadership and their influence on motivation among faculty members of Taif University.

This study investigates gender differences in perceptions of leadership styles and their impact on faculty motivation at Taif University, Saudi Arabia, within the context of Islamic higher education. Utilizing a quantitative research method approach, the researcher gathered survey responses from 74 faculty members at Taif University. The investigation focused on three main areas: the significant gender differences in perceptions of leadership styles among faculty members at Taif University; the tendency of female faculty members to perceive transformational leadership styles more positively than their male counterparts; and the more favorable response of male faculty members to transactional leadership styles compared to female faculty members. The results of this study revealed significant gender differences, with female faculty members showing a preference for transformational leadership, while male faculty members responded more positively to transactional leadership. By adopting these findings, leaders at Taif University can participate positively on faculty members' motivation. In addition to that leadership practices can move toward sustainability, ensuring the continuous development of faculty, students, and resources. These findings contribute to a deeper understanding of gender-based perceptions of leadership in an Islamic higher education setting and offer strategies for enhancing faculty motivation through tailored leadership approaches.

Leadership Styles of Headteachers, Teacher Commitment and Academic Performance within Ejisu Municipality

This was a survey study aimed at finding out the relationship between leadership styles, teacher commitment, and academic performance within the Ejisu Municipality. The researchers selected 50 headteachers purposively and 210 teachers, using the sample size calculator by Raosoft. A set of closed-ended questionnaires was used, and this comprised 67 items for the respondents. The data was analyzed, using descriptive statistics, t-tests, and correlation analysis. The study discovered, among other things, that leadership styles such as democratic, transactional, autocratic, situational, and laissez-faire significantly influenced teacher commitment in the schools selected for the study. However, laissez-faire leadership style had a negative influence on teacher commitment. It was also revealed that democratic and transactional leadership styles had a positive effect on academic performance and it was statistically significant. The study, therefore, recommended that the Municipal Education Directorate should organise seminars on leadership styles, teacher commitment, and academic performance for headteachers, their assistants, and all heads of department so they to know not only the influence these leadership styles have on teacher commitment, and academic performance but also the positive relationships between these concepts in the management of any school system in terms of positive academic performance.

Impact of transformational and Transactional Leadership Styles on Affective Organizational Commitment: Analyzing the Conditional Role of Organizational Mission-driven Culture in Qatari Primary Health Care Corporation

Since leadership beliefs differ across cultures, there remains a paucity of evidence on the relationship between leadership styles, organizational culture, and affective organizational commitment. Therefore, this study made an attempt to examine the relationship between leadership styles, organizational mission-driven culture, and affective commitment of Qatari Primary Health Care Corporation (PHCC) employees. Under the lens of implicit leadership theory, the study hypothesized the conditional role of organizational mission-driven culture on the relationship between transactional leadership style and affective organizational commitment. The study also hypothesized the direct relationship between transformational leadership and affective organizational commitment. Data was collected from 23 health care centes, and a total of 1029 valid responses were analyzed via SPSS. Findings of the study revealed that the direct relationship between transformational leadership and affective organizational commitment of employees is positive and significant. Conversely, the direct relationship between transactional leadership and affective organizational commitment of employees is insignificant. Interestingly, the conditional role of mission-driven culture magnifies the relationship between transactional leadership and affective organizational commitment of employees, indicating that to reach a balance between transactional and transformational leadership styles, the role of mission-driven culture is considerable. These findings confirm that leadership beliefs differ across culture and conclude that transformational leaders reinforce organizational culture while transactional leaders work under existing organizational culture.

TRANSACTIONAL LEADERSHIP IN MODERATING INFLUENCE OF PSYCHOLOGICAL EMPOWERMENT AND WORKFORCE AGILITY ON EMPLOYEE PERFORMANCE

This study aims to investigate the role of transactional leadership in moderating the influence of psychological empowerment and workforce agility on employee performance at the Transportation Agency of Indragiri Hulu Regency. A sample of 108 employees was selected using a saturated sampling method. Data were analyzed using SmartPLS. The results of the study show that psychological empowerment and workforce agility influence employee performance. Furthermore, transactional leadership moderate the influence of psychological empowerment and workforce agility on employee performance. These results suggest that improving employee performance can achieve through the application of transactional leadership practices. The results of the study strengthen the dynamic capabilities theory where organizations can develop competencies to face a changing environment.

Assessing the Effect of Transactional Leadership and Empowerment on Nursing Staff's Satisfaction: A Cross-Sectional Study.

The present study aimed to explore the impact of transactional leadership and psychological empowerment on Greek nurses' job satisfaction. Α cross-sectional study was conducted in five Greek public general hospitals between January 1 and March 30, 2022. Participants were 608 nurses. The study was conducted using a self-administered questionnaire that included: a) demographic and occupational characteristics, b) the Multifactor Leadership Questionnaire (MLQ), c) the Psychological Empowerment Instrument (PEI), and d) the Kuopio University Hospital Job Satisfaction Scale (KUHJSS). Mean scores indicated positive perceptions of transactional leadership (3.55 ± 0.72), high levels of empowerment (3.94 ± 0.49), and job satisfaction (leadership 3.92 ± 1.07, working environment 3.34 ± 0.78, motivating factors 4.11 ± 0.89, and team spirit 4.08 ± 0.37). Younger nurses with secondary education exhibited higher satisfaction. Multiple regression analyses identified nurses' level of education, transactional leadership, and psychological empowerment as main predictors of leadership satisfaction (F=4.343, p=.002, R2 =.28, adjusted R2 =.22). Younger nurses with higher empowerment levels and positive attitudes toward transactional leadership reported greater satisfaction from motivating factors (F=6.925, p=.000, R2 =.44, adjusted R2 =.38). The results of the study showed that nurses' satisfaction from work is mainly derived from leadership, despite the potent effect of psychological empowerment.