Transformational Leadership Research Articles

Catalyzing Success: How Enthusiastic Leaders Drive Performance through Group Satisfaction and Positive Emotions

AbstractEffective leaders employ a blend of transformational and transactional leadership styles to collaborate with their employees, working towards achieving organizational objectives. While the significance of enthusiasm in leadership is acknowledged, its specific role remains largely unexplored within the realm of leadership studies. We contend that enthusiasm assumes a pivotal and influential role in successful leadership, ultimately enhancing overall productivity. This study is dedicated to investigating how leader enthusiasm impacts perceived performance among team members and examine the mediation of group satisfaction and positive emotions in the relationship between leader enthusiasm and perceived performance. By analyzing data collected from a participant pool of 311 individuals, our research yields compelling evidence that leader enthusiasm exerts a positive influence on perceived performance. A noteworthy revelation emerging from our research is found in the mediation analysis. This analysis sheds light on the pivotal roles of group satisfaction and positive emotions as key mediators in the link between leader enthusiasm and perceived performance. This underscores the concept that leader enthusiasm indirectly shapes how employees perceive their own performance, primarily through its profound impact on group satisfaction and the positive emotions experienced by individual team members. In summary, our study underscores the vital and transformative role of leader enthusiasm in cultivating a rewarding and fulfilling work environment. This, in turn, exerts a positive influence on follower emotions and their perceptions of performance. Our findings shed light on the intricate mechanisms through which leader enthusiasm contributes to shaping employees’ perceptions of their performance.

The Effect of Transformational Leadership on Psychological Well-Being and Job Performance in Higher Education Institution

This research aims to analyze the influence of transformational leadership on psychological well-being with job performance through job satisfaction as a mediating variable. The data collection method used was a survey using Google Form. This research uses SEM (structural equation model) analysis, by first analyzing the data to test validity, reliability and hypothesis testing with the help of the AMOS program with a sample of 130 educational staff from various work units. The research results show that (1) transformational leadership has a positive effect on job satisfaction; (2) transformational leadership has no influence on psychological well-being; (3) transformational leadership has a positive effect on job performance; (4) transformational leadership has a positive effect on psychological well-being through job satisfaction; (5) transformational leadership has a positive effect on job performance through job satisfaction; (6) job satisfaction has a positive effect on psychological well-being; and (7) job satisfaction has no influence on job performance.

Factors Influencing Employees’ Performances: A Case of Bahang Bay Hotel, Pulau Pinang

Performance is crucial for organisational success. Employees’ performances refer to employees’ abilities to effectively carry out their job obligations and responsibilities. Businesses in the hotel industry often rely on their employees to deliver high-quality services to maintain a competitive advantage. Bahang Bay Hotel in Pulau Pinang received many complaints regarding their staff performance, including unfriendly staff, terrible check-in service, poor customer service responses, and unsatisfactory housekeeping service. Customers’ complaints can harm the hotel’s reputation, causing a decline in the number of hotel guests and increasing the risk of business closure. Effective employee management is essential to prevent employees from feeling overburdened and to motivate them to provide excellent service. Therefore, this research aimed to identify the factors influencing the operational employees’ performance and to determine the most important element that had a major impact on the performance of Bahang Bay Hotel’s employees. A quantitative approach was utilised. An online survey was conducted on 44 hotel employees from various operational departments, including the front office, housekeeping, food and beverage, and food production departments. The study analysed five factors: training, transformational leadership, teamwork, work environment, and performance appraisal. Results showed that transformational leadership and performance appraisal significantly impacted hotel employees’ performances. This finding indicated that transformational leadership is the most important element and has a major impact on performance. In conclusion, these findings provide insights for improving employee management strategies in the hotel industry.

Pengaruh Workplace Spirituality dan Transformational Leadership Terhadap Employee Performance dengan Organizational Citizenship Behavior sebagai Variabel Mediasi Studi pada Perwakilan BPKP Provinsi Sumatera Barat

Improving employee performance is a continuous effort needed to achieve the organization's goals, vision and mission. This research aims to examine the influence of employee performance, workplace spirituality, transformational leadership, and organizational citizenship behavior as mediating variables. The population in this study were employees of the West Sumatra Province BPKP Representative. The sample collection technique was purposive sampling, namely 95 employees of the West Sumatra Province BPKP Representative. The data analysis technique uses Structural Equation Modeling (SEM). Based on the tests carried out, it shows that workplace spirituality and transformational leadership have a positive and direct influence on employee performance. Meanwhile, organizational citizenship behavior as a mediating variable shows that it has no indirect influence.

Transformational leadership and performance in the renewable energy sector: analysis essay

Transformational leadership and performance in the renewable energy sector: analysis essay

The Moderating Role of Work Overload in the Effect of Transformational Leadership on Individual Innovativeness: A Study on School Administrators

This study was conducted to determine the regulatory role of excessive workload in the effect of transformational leadership behaviors of school administrators on individual innovativeness within the educational ecosystem. The data of the study were collected from teachers working in schools in Isparta city center. Within the scope of the research, the data collected with the participation of 1007 teachers using convenience sampling method were subjected to regularization analysis using bootstrap regression analysis. According to the findings, transformational leadership has a positive and significant effect on individual innovativeness. Excessive workload was found to have a negative moderating role in the effect of transformational leadership on individual innovativeness. The findings were discussed in line with the literature and suggestions were made for future studies.

Subordinate-to-supervisor relational identification: A meta-analytic review.

Although subordinate-to-supervisor relational identification (RI) has gained significant scholarly attention in organizational research, an understanding of its nomological network is incomplete. There have also been recurring discussions about its distinctions with another more extensively researched relational construct-leader-member exchange (LMX). In this meta-analysis, we expand Sluss and Ashforth's (2007) typology, going beyond the influence of the supervisor, to systematically study the antecedents and consequences of RI and its comparison with LMX. Meta-analytic results based on 157 independent samples demonstrate that positive leader behaviors that span role-based and person-based identities (e.g., transformational leadership, supervisor humility) are important antecedents of subordinate-to-supervisor RI, with effects contingent on subordinates' national culture (i.e., collectivism and power distance). Although less hypothesized, relational and organizational contexts as well as subordinate characteristics are also important antecedents of subordinate-to-supervisor RI. The results further show that RI relates to important subordinate behaviors and attitudes. Finally, we test how RI and LMX have differing effects across these important subordinate attitudes and behaviors. We conclude with suggestions to enhance our understanding of RI. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Theoretical Gap and Delimitation of Engineering Leadership in the Malaysian Construction Industry

In the context of the Malaysian construction industry, effective leadership remains pivotal for navigating the complexities inherent in engineering projects. Past studies have consistently identified leadership as one of the critical factors in ensuring the success of construction projects. Effective leadership has been linked to project performance, timely completion, and team coordination. Despite the recognized importance of leadership in construction project success, there remains a lack of a clear definition of engineering leadership. This ambiguity poses challenges for the development of robust frameworks to guide and cultivate engineering leaders. This article addresses the theoretical gaps and delimitations remarked in current studies on leadership within engineering sector, specifically in construction industry. A comprehensive review of leadership theories reveals a progression from foundational concepts such as Trait Theory to contemporary frameworks including Transformational and Servant Leadership. While these theories have enriched our understanding of leadership dynamics, there exists a discernible stagnation in the development of new theoretical frameworks. Many studies predominantly focus on validating existing models rather than pioneering innovative perspectives tailored to the unique challenges of the Malaysian construction ecosystem. This review highlights the need for future research to explore and articulate imperative insights that can effectively guide leadership practices within Malaysia's construction sector, fostering project outcomes and sustainable industry development.

Developing a Performance Management Support System for Employees with Hidden Disabilities

Abstract This document outlines a strategy for the Aero Missile and Defense Conglomerate (AMDC) to support employees with hidden disabilities, following a survey revealing that 40% of employees have such conditions. GK Consulting proposes a performance management support system focused on education, accommodations, and Americans with Disabilities Act (ADA) compliance. Key components include Data Collection - surveying prevalence and types of hidden disabilities, and assessing current accommodations; Accommodations - implementing flexible work schedules, customized communication methods, assistive technologies, and mental health support; Leadership - applying transformational leadership to foster an inclusive workplace; Organizational Culture - using Schein’s Organizational Culture Model to align values with disability inclusion; Change Management - employing Kotter’s Eight-Step Change Model for sustainable implementation; and PESTEL Analysis - considering external political, economic, social, technological, environmental, and legal factors. The strategy aims to create a supportive and inclusive environment, enhancing AMDC’s culture, driving innovation, and positioning the company as an inclusive employer where all employees can thrive.

Mediating Effect of Administrative Support on Transformational Leadership Style and Work Satisfaction Among Public Elementary School Teachers

Mediating Effect of Administrative Support on Transformational Leadership Style and Work Satisfaction Among Public Elementary School Teachers

Could Green Transformational Leadership Support Continuous Accounting Implementation?

This research explores and evaluates the impacts of digital capabilities (DC), cybersecurity awareness (CA), and green human capital (GHC) on the implementation of continuous accounting (CAI), with green transformational leadership (GTL) acting as a moderating factor. This study conducted a test by splitting dimensions of digital capability that consisted of digital technology, digital transformation, virtual meetings, electronic documents, and electronic transactions. Primary data was collected through questionnaires by utilizing Smart-PLS for analyses the data. The findings indicate that digital capability (digital technology) has no influence on CAI. Digital capability (digital transformation) has no influence on CAI. Digital capability (virtual meeting) has positive influence on CAI. Digital capabilities (electronic documents) have a positive influence on CAI. Digital capability (electronic transactions) has no influence on CAI. Cybersecurity awareness has a positive influence on the implementation of continuous accounting. Green human capital has a positive influence on continuous accounting implementation. Gender has positive influence on CAI. Experience negatively affects the implementation of continuous accounting. Moreover, GTL strengthens the influence DC towards CAI in the initial model. Applying the new model, GTL weakens the influence of DC towards CAI. In the initial model, GTL does not moderate the relations of CA and CAI. Applying the new model, GTL strengthens the influence of CA on CAI. In the initial model, GTL weakened the influence of GHC towards CAI. Results using the new model show that GTL does not moderate the influence GHC towards CAI. This study is particularly valuable for future analyses that incorporate evolving digital capabilities to provide insights and further validation for improving the implementation of continuous accounting.

Modeling Transformational Leadership Fits Organizational Citizenship Behavior Via Talent Management, Learning Organization, and Job Involvement

Modeling Transformational Leadership Fits Organizational Citizenship Behavior Via Talent Management, Learning Organization, and Job Involvement

Leadership behavior and organizational change management in selected public universities of Ethiopia: Exploring the impact of leadership influences and change processes

The study explored the impact of leadership behavior on organizational change management process in selected public Universities in Ethiopia. The authors utilized a concurrent mixed Triangulation design, combining quantitative and qualitative methods. The Quantitative data collected from 581 questionnaires were distributed to 379 academic staff and 202 academic leaders. Besides, qualitative data was collected from 12 top management bodies and 48 student representatives by using interviews and focus group discussions respectively. This ensured that a representative sample was obtained from the target population. The researchers used mean, standard deviation, independent sample t-test, correlation and regression to analyze and interpret the data collected. The study findings revealed a positive and significant impact of autocratic, democratic, laissez-faire, and transactional leadership behaviors on organizational change management process. However, there was a negative and significant impact of transformational leadership behavior on organizational change management process. Indeed, the study identified significant differences in the perceptions of leadership behaviors and organizational change management between academic staff and academic leaders. Based on the study findings, the authors recommended that leaders in public Universities customize and apply the identified positive leadership behaviors (autocratic, democratic, laissez-faire, and transactional) to effectively manage organizational change.

Identifying Transformative Leadership among Department Heads in Higher Education

Identifying Transformative Leadership among Department Heads in Higher Education

The Impact of Risk Management, Transformational Leadership on Corporate Financial Performance in the Global Era.

The purpose of this writing is to study and analyze the Impact of Risk Management, Transformational Leadership has an impact on Company Financial Performance. By studying and analyzing literature research in the field of human resource management, previous research, phenomena that occur in society and analysis. The method used in this research is literature research by reviewing some previous research results. This scientific article was written using qualitative methods and literature research with the help of the latest references obtained from Google Schoolers citation search. analyzed, with the process of triangulation neutralizing existing subjectivity. Based on the research and analysis carried out, it was concluded that risk management and transformational leadership have a role in the company's performance. Risk management and transformational leadership become the model used to manage the resources in the company, so that it can get a better financial performance of the company.

Examining Transformational Leadership: A Thematic and Bibliometric Literature Review

In the current era of digitalization, companies across all sectors are undergoing swift and significant transformations. Transformational leadership is receiving increased scholarly attention due to its distinct traits that differentiate it from conventional leadership methods. This study aims to assess the efficacy and theoretical underpinnings of transformative leadership. In order to accomplish this objective, the present study undertakes a thorough and methodical examination of 3195 scientific articles pertaining to transformative leadership. This inquiry employs the SPAR-4-SLR procedure and utilizes several bibliometric analytic methods such as performance analysis and science mapping. The study incorporates many approaches such as content analysis, keyword co-occurrence analysis, and bibliographic coupling. This study provides an analysis of performance measures, such as publishing and citation patterns, notable publications and authors, and the prevailing concepts and subjects within the intellectual framework of the area. Additionally, the study offers recommendations for future research in this area. Hence, there is a need for research on the concept of "green intellectual capital". Additionally, it can be worth contemplating a particular domain that holds the possibility for transformative leadership.

중국 관광기업의 디지털 전환에 대한 구성원의 인식된 혁신요인과 기업 리더십 유형이 혁신저항에 미치는 영향에 관한 연구

As the adoption of information and communication technology accelerates, the tourism industry is undergoing significant transformations, leading tourism companies to redefine their traditional business operations through digital transformation. This study aimed to analyze the impact of innovation factors and leadership styles, as perceived by members of Chinese tourism enterprises, on innovation resistance. Additionally, it examined the moderating effect of techno-stress on the relationship between perceived innovation factors and innovation resistance, as well as the mediating effect of leadership styles on the relationship between leadership types and innovation resistance. The analysis yielded the following results. Firstly, it was demonstrated that perceived innovation factors, namely relative advantage and compatibility, have significant negative impacts on innovation resistance, leading to the acceptance of hypotheses 1 and 2. Secondly, transformational leadership was found to have a significant negative impact on innovation resistance, resulting in the acceptance of hypothesis 3. However, transactional leadership, while negatively affecting innovation resistance, was not statistically significant, leading to the rejection of hypothesis 4. Thirdly, the indirect effect value of the 'transformational leadership ⟶ organizational trust ⟶ innovation resistance' pathway was found to be -0.103, which was statistically significant at the 0.1% level, thereby confirming the mediating effect of organizational trust and resulting in the acceptance of hypothesis 5. Similarly, the indirect effect value of the 'transactional leadership ⟶ organizational trust ⟶ innovation resistance' pathway was -0.107 (p<.001), also statistically significant at the 0.1% level, leading to the acceptance of hypothesis 6. Fourthly, techno-stress was found to have a significant moderating effect on the relationship between perceived innovation factors and innovation resistance, confirming hypothesis 7. Further analysis of the conditional effects of the independent variable on innovation resistance at the mean and ±1 standard deviation levels of techno-stress revealed that perceived innovation factors significantly predicted innovation resistance at all levels of techno-stress. These findings are expected to contribute to the successful implementation and diffusion of innovations such as digital transformation within tourism enterprises.

Organizational Citizenship Behavior Reduction: The Role of Transformational Leadership, Job Satisfaction, Organizational Commitment, and Organizational Culture on Employees at The Java Heritage Hotel Purwokerto

This study attempts to ascertain the result of transformational leadership, job satisfaction, organizational commitment, and organizational culture on organizational citizenship behavior (OCB) in the Java Heritage Hotel employees of Purwokerto. The research method used in this research was all 143 employees of Java Heritage Purwokerto, and 143 employees used saturated sampling techniques. These results indicate transformational leadership, job satisfaction, and organizational commitment do not affect OCB. However organizational culture has a positive and significant influence on OCB. The anticipated outcomes of this investigation should offer benefits for the leaders and employees of the Java Heritage Hotel Purwokerto.

The Role of Transformational Leadership in Improving Innovative Employee Work Behaviour: Organizational Citizenship Behaviours as a Model of Mediation

For a company to succeed in dynamic circumstances, it is vital to have leaders who are actively involved and focused on effectively addressing the issues. This emphasizes the need of proficient leadership in the present intricate and constantly evolving planet. Evaluating the influence of "organizational citizenship behavior" on innovative work behaviors in two varieties of OCBs (OCBi and OCBo) is the primary objective of this research. Data from a sample of 103 randomly selected officers were analyzed using the smartPLS bootstrap method to evaluate the hypothesis. In addition, the study utilized the Upsilon statistical method to quantify the magnitude of the influence of mediation. To examine the effect of mediation on fostering innovative employee work behaviors and facilitating transformational leadership styles, these developments have produced two distinct categories of OCBs. According to the study results, the correlation between OCBi and OCBo was fully mediated. This article presents and analyzes the significance of the results obtained from the hypothesis test.

Relationship between Leadership Cultural Characteristics and Job Performance in Military Units

Leadership has always been a topic of discussion, and for the Volunteer Soldiers, the way of doing things vary from unit to unit due to the different styles of leadership. Scholars began to study leadership theories in the 1930s, starting with "trait theory", followed by "behavioral theory", "contingency theory", and more recently, a new type of leadership theory in the late 1970s (Bryman, 1993). The transformational leadership theory of the new leadership theory covers the characteristics, behaviors, and contexts of the previous theories, and provides leaders with concepts and measurement tools that they can follow. Domestic and international academic research has confirmed the strong correlation between transformational leadership and job satisfaction, motivation, and performance (Bass, 1985; Yukl, 1989). Therefore, the purpose of this study is to investigate what leadership styles volunteer noncommissioned officers use to lead their teams to achieve their performance goals and the correlation with job performance.