Transformational Leadership Research Articles

Navigating Leadership Dynamics: A Study of Innovative Work Behavior in Malaysian Organization

Innovative work behaviour (IWB) is increasingly recognized as a crucial element for enhancing organizational performance in Malaysian workplaces, particularly in the public sector. This study explores how transformational leadership, transactional leadership, and psychological empowerment relate to innovative work behaviour (IWB) in Malaysian organisations. This study used a quantitative online questionnaire survey and distributed it to collect data from 280 employees in Perbadanan Kemajuan Negeri Selangor (PKNS). Partial Least Square – Structural Equation Modelling (PLS-SEM) statistical technique was employed to analyse the questionnaire survey data collected using Smart-PLS 3.0. The findings show that transformational leadership has significant impacts on IWB, however, there are negative effects for transactional leadership. Psychological empowerment, the interface between transformational and transactional leadership, plays a vital role in facilitating IWB. The study emphasises the significance of cultivating a culture of innovation in Malaysian businesses through the use of transformational leadership styles and the empowerment of employees. The results have significant effects on the enhancement of leadership skills and the formulation of organisational plans within the framework of Industry 4.0.

The Effect of Transformational Leadership on Organizational Culture Change: A Case Study of the Manufacturing Industry

This study aims to analyze the influence of transformational leadership on organizational culture changes in the manufacturing industry. The phenomenon behind this research is the challenges faced by the manufacturing industry in adapting to the dynamics of the business environment, such as technological developments, global competition, and demands for increased innovation and efficiency. Many manufacturing companies have difficulty adapting due to rigid organizational cultures and employee resistance to change. Transformational leadership is seen as an approach that is able to overcome these obstacles by encouraging adaptive, innovative, and performance-oriented cultural change through empowerment, motivation, and effective communication. This study uses a quantitative method with survey techniques as a data collection tool. A total of 121 respondents, consisting of employees in the manufacturing sector, were selected using the purposive sampling technique. The research instrument is in the form of a closed questionnaire with a five-point Likert scale. The data obtained were analyzed using SPSS version 25 software to conduct validity, reliability, and multiple linear regression tests to test the relationship and influence between transformational leadership and organizational culture change. The results of the study show that transformational leadership has a significant influence in creating a more adaptive, innovative, and performance-oriented organizational culture. Factors such as effective communication, employee engagement, and an appreciation for creativity were found to be important elements in supporting such change. These findings suggest that the application of transformational leadership is particularly relevant in the dynamic manufacturing industry, especially in the face of market challenges and changing business environments. Leaders in this industry are expected to adopt transformational leadership to build a more responsive and productive organizational culture.

Learning Motivation as Mediating Variable on The Effect of Transformational Leadership on Job Performance

This study examines and analyzes the effect of transformational leadership on learning motivation and job performance and the effect of learning motivation as a mediating variable. This research was conducted by distributing questionnaires to research respondents, namely employees in factory 1 grade 5, 6, and 7 (operator level) at PT. Petrokimia Gresik, Indonesia, with 207 employees as the respondents. Data were analyzed using Structural Equation Modeling (SEM) Partial Least Square (PLS). Findings: The results of this study state that transformational leadership has a significant positive effect on learning motivation and job performance. Learning motivation also has a significant positive effect on job performance. In addition. The existence of this research has implications that state that in increasing employee job performance, transformational leadership and learning motivation need to be improved. Learning motivation acts as a partial mediating variable in mediating the relationship between transformational leadership and job performance, which later becomes a new finding in this study.

IMPLEMENTASI KEPEMIMPINAN TRANSFORMASIONAL KEPALA MADRASAH DALAM MENINGKATKAN MUTU LULUSAN LEMBAGA PENDIDKAN ISLAM

In the era of globalization and modernization, Islamic educational institutions such as madrasahs face significant challenges in enhancing graduate quality to ensure their competitiveness. Transformational leadership, recognized for its ability to inspire and empower staff, has become an essential approach for creating a dynamic and progressive educational environment. This study aims to answer the question of how transformational leadership practices of madrasah principals can improve graduate quality. Using a descriptive qualitative research method, this study examines the four main components of transformational leadership, as proposed by Bernard M. Bass: idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration. Findings from Madrasah Aliyah Al-Jawami reveal that the madrasah principal plays a crucial role in inspiring and motivating both teachers and students through exemplary behavior, empowerment, and inclusive communication. The impact of this transformational leadership is evident in the improved quality of graduates, both academically and in non-academic skills, preparing them for challenges beyond school. These findings suggest that implementing transformational leadership can be an effective strategy for enhancing educational quality in Islamic institutions.

State civil apparatus performance model: The role of transformational leadership, work autonomy, and work involvement

The performance of local government employees plays an important role in carrying out government functions and providing quality public services. This study aims to analyze the relationship between Transformational Leadership and Job Performance, focusing on the mediating role of Work Engagement and moderating Job Autonomy in the context of employees of the Sumenep Regency Government. Although the Sumenep Regency Government achieved an Unqualified Opinion (WTP) on the financial report, challenges in the form of ethical violations and low productivity remain. The research method used a questionnaire to collect data from 81 employees with the Slovin sampling technique, ensuring the representativeness of the results. The results of the analysis showed that Job Autonomy had a significant effect on Job Performance (O = 0.555; T = 5.551; p = 0.000), while Transformational Leadership did not contribute directly to Job Performance (O = 0.038; T = 0.468; p = 0.320). This study is expected to provide new insights into the mechanisms that affect employee performance in the public sector and suggest the application of the transformational leadership model as a strategy to increase employee work engagement and performance, as well as increase accountability and transparency in the management of public resources.

The Role of Heads of Departments (HODs) in University Management: Leadership and Accountability in Academic Success

The important role that heads of departments (HODs) play in university administration is examined in this article, with particular attention paid to their responsibility and leadership duties in promoting academic achievement. HODs now have a major role in determining the operational results and strategic direction of their departments as well as the evolution of academic institutions and the conventional administrative roles that they once held. Successful HODs strike a balance between administrative and academic responsibilities, fostering a climate that supports academic performance via transformative and collaborative leadership approaches. But along with this leadership comes a big accountability burden: HODs must make sure that faculty performance, research, and teaching meet high standards. The tactics that HODs may use to improve their leadership skills and maintain accountability are discussed in this article. These tactics include professional development, delegating, and fostering a transparent culture. The article also discusses the difficulties HODs encounter, including those related to institutional politics and resource limitations, which can make it difficult for them to carry out their duties in an efficient manner. This article provides a thorough understanding of the function of HODs in university administration and their vital role in ensuring the academic success of their institutions through a combination of theoretical ideas and real-world experiences.

The Role of Universities in Empowering Individuals and Society in Afghanistan

Universities are not independent entities separate from society; political and social systems influence them and possess significant abilities to shape various sectors. As decision-making institutions, universities are crucial in creating conditions for nurturing transformative leaders. The institutional foundation of universities aims to address the developmental needs of society. A successful university seeks indigenous solutions to real problems. The primary objective of this research is to examine the role of universities as the highest educational and training institutions in empowering individuals and society. Initially, the study explored the literal and terminological meanings of empowerment. It then highlights the essential functions of universities concerning individual and societal empowerment. This research adopts a qualitative method with a descriptive-analytical approach, examining expert opinions, literature reviews, and previous studies. The thematic analysis revealed that universities in Afghanistan significantly contribute to individual empowerment through education, innovation, and cultural preservation while addressing broader socio-economic challenges and promoting political stability. These findings emphasize the crucial role of universities in Afghanistan’s sustainable development.

Towards Malaysia MADANI: Do Leadership Styles Influence Innovative Work Behavior? A Conceptual Framework for the Malaysian Public Sector

Transformational leadership, known for inspiring and motivating employees, has been positively linked to creativity and innovation, while ambidextrous leadership, which balances exploration and exploitation behaviors and supports both idea generation and implementation. This article provides a conceptual framework for the influence of transformational and ambidextrous leadership on innovative work behavior (IWB) among PTD officers as middle managers in Malaysian public service. The first proposition is transformational leadership positively influences innovative work behavior. The second proposition is ambidextrous leadership positively influences innovative work behavior. This model will be further tested using a quantitative research method, survey questionnaires and analyzed using SPSS and PLS-SEM. Accordingly, understanding of IWB in public sector settings is enhanced. The findings demonstrate the application of Social Cognitive Theory (SCT) and thus offer new theoretical insights and practical suggestions. Thus, this study highlights the importance of work behavior that drives innovation and positive values among employees in determining productivity and efficiency in the public sector, offering valuable insights for policymakers and practitioners.

The Association between Organizational Factors of Health Promoting Schools and Teachers' Health Lifestyles: A Multilevel Analysis.

Schools are both learning environments for students and workplaces for faculty. Recognizing the role of organizational factors in staff health in school environments, the study aimed to explore which factors, including transformational leadership, teachers' perceived management support and HPS accreditation awards, were most associated with promoting a healthy lifestyle for teachers. A cross-sectional study was undertaken of 137 elementary schools in 2014, involving 433 directors and 2090 teachers. Data were collected using an anonymous structured questionnaire. Hierarchical linear modeling was used to analyze both teacher- and school-level factors associated with health-promoting lifestyles. There was a significant positive correlation between teachers' overall health-promoting lifestyle profile (HPLP-II) scores and both perceived management support (coefficient = .98, p < .001) and transformational leadership (coefficient = .38, p = .039). All 6 HPLP-II subscales also showed significant positive correlations with perceived management support (coefficients .12-.24, p < .001). Supporting a healthy working atmosphere and strong principal transformational leadership are keys to enhancing teachers' health-promoting lifestyles. Future research could explore how transformational leadership and management support influence teachers' health behaviors and identify effective strategies and interventions.

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.

The Role of Leadership Styles, Work-Life Balance and The Physical Environment in Promoting Psychological Well-Being: A Job Demands-Resources Perspective

This conceptual paper explores the impact of leadership styles, work-life balance, and the physical environment on psychological well-being using the Job Demands-Resources (JD-R) model as the theoretical framework. In the contemporary workplace, evolving job demands, rising expectations for mental health support, and persistent stressors like job insecurity have increased the need for organizations to prioritize employee well-being. Leadership is identified as a critical mediating variable that enhances or mitigates the effectiveness of job resources, such as work-life balance and physical environment, in promoting psychological well-being. Transformational and servant leadership styles are emphasized for their role in fostering supportive work environments that buffer the negative effects of high job demands. Additionally, the paper underscores how well-designed workspaces and balanced work-life integration can significantly enhance employee well-being, contributing to higher engagement and performance. The JD-R model provides a robust lens through which the interactions between job demands, resources, and leadership can be examined. This framework offers organizations practical strategies to safeguard employee psychological well-being by fostering leadership that advocates for flexible work arrangements and supportive physical environments. Future research should empirically validate the proposed relationships to further refine the role of leadership in promoting employee well-being.

The Influence Of Transformational Leadership, Work Engagement On Turnover Intention With Job Insecurity Mediation In Millennial And Z Generations In East Jakarta Construction Companies

Turnover intention is becoming an increasingly important issue in the world of work in Indonesia. The aim of this research is to analyze the influence of transformational leadership, work engagement, and job insecurity as mediating roles on turnover intention. The data used is primary data sourced from a questionnaire in Google Form which was distributed to Millennial and Z generation employees who work in East Jakarta construction companies. This research was designed using a purposeful sampling method involving 303 respondents with permanent employee status. The data were analyzed using the Structural Equation Modeling (SEM) method. The results in this research prove that transformational leadership and work engagement have a negative influence on turnover intention. Job insecurity can partially mediate between transformational leadership and work engagement on turnover intention. The implications of these findings are the development of motivating leadership, increasing work engagement, and effective management of job insecurity to reduce the intention of Millennial and Generation Z employees to leave the company.

دور القيادة في تعزيز الابتكار داخل المؤسسات الصغيرة والمتوسطة: دراسة حول كيفية تأثير أساليب القيادة المختلفة على معدلات الابتكار في المؤسسات الصغيرة والمتوسطة

This study examined the role of leadership in fostering innovation within small and medium-sized enterprises (SMEs), focusing on the importance of effective leadership in driving creativity and improving organizational performance. Leaders in SMEs face various challenges related to limited resources and competitiveness in rapidly changing markets. This study analyzes the impact of different leadership styles, such as transformational and motivational leadership, on innovation development in these enterprises. These results were analyzed, and they relied heavily on leadership to encourage contribution, at a rate of 48%, and appeared creative in innovation, as 44.9% of the participants in the questionnaire were, and they only participated in an integral part of the institutions’ culture, and some participants also participated in being involved significant support was not completed, as 34.7% was not completed. The findings reveal that leaders who adopt inspirational leadership styles and encourage creative thinking contribute directly to enhancing innovation levels and increasing the organization's competitiveness. The study offered recommendations to enable leaders to foster an innovative environment by promoting open communication, supporting new experiments, and investing in skill development descriptive principle of Newton's analysis, the questionnaire tool, was used, and the data was analyzed using the Excel program, and several results were reached, the most prominent of which are: that institutions rely heavily on leadership for encouragement, that practicing commerce is important in supporting creative and innovative employees, and that leadership is a small commercial institution. She works largely in the field of health care, and ended up studying after being among the top achievers: Promoting a creative work environment, encouraging effective communication, encouraging cooperation between different teams.

The role of Green Transformational Leadership and Green Product Innovation in Emerging Economies: Green Employee Behaviour and Green Human Resource Management as Intervening Variables

Purpose: This study is to offer a critical re-evaluation of the Green Transformational Leadership (GTL)–Green Product Innovation (GPI) relationship within SMEs in emerging economies, challenging the direct causality assumed in prior research. Theoretically, GTL, as a conceptual construct, lacks the mechanisms to produce a direct impact on GPI, a misconception widely propagated in earlier literature. As such, our study is to redirect such topical issues. In doing so, we also analysed green employee behavior (GEB) and green human resource management (GHRM) as intervening variables. Method: We distributed questionnaires into several SMEs operated in East Java, Indonesia. Result: Our empirical evidence strongly supports the proposed framework, suggesting no significant direct relationship between GTL and GPI and even showing a negative coefficient. However, when mediated by GHRM and GEB, the relationship becomes both positive and significant, indicating that these intervening variables are essential for realising the innovation potential of GTL. Furthermore, GTL partially fosters GHRM and GEB, while both GHRM and GEB positively influence GPI. These findings carry profound theoretical implications by refining the understanding of leadership’s role in sustainability practices and offering actionable insights for managers aiming to enhance green innovation through strategic HR and behavioural interventions.

Enhancing The Usage Of Microlearning System In Public Sector

This study explores the factors influencing the use of microlearning in the public sector by applying the DeLone and McLean Information Systems Success Model (DMISM). The study focuses on the role of overall quality, compatibility, and transformational leadership in shaping the actual use of microlearning systems. Using a quantitative approach, data were collected from 317 employees of Indonesian Government Financial Institutions (Lembaga Keuangan Pemerintah) through an online survey. The data were analyzed using covariance-based structural equation modeling (CB-SEM) in LISREL 8.8. The results indicate that overall quality, compatibility, and transformational leadership have significant and positive impacts on the actual use of microlearning systems. Among these factors, compatibility emerged as the strongest predictor of use. The findings suggest that improving the quality of microlearning content, aligning it with employee preferences, and developing a supportive leadership environment are key to increasing the adoption and effectiveness of microlearning in public sector organizations. Further research is recommended to explore other potential factors and expand the scope to other government sectors

The Influence of Transformational Leadership, Job Satisfaction on Organizational Citizenship Behavior Mediated by Employee Engagement at Bank Sumsel Babel

This article examines the effect of transformational leadership and job satisfaction on Organizational Citizenship Behavior (OCB) with employee engagement as the mediation at Bank Sumsel Babel. This study uses a quantitative approach with data collection through employee surveys. The results of the analysis indicate that transformational leadership and job satisfaction have a significant positive effect on OCB. In addition, employee engagement is proven to mediate the relationship between transformational leadership, job satisfaction, and OCB. These findings underscore the importance of strengthening employee engagement in improving constructive organizational behavior, with implications for human resource management practices in the banking sector.

Time after time: optimizing individuals’ experience of work through leaders’ facilitation of employee flow

ABSTRACT We examine the nexus of leadership and flow through the lens of two inherently positive psychological leadership approaches. In so doing, we examine how leaders can craft conditions to make work more conducive to followers’ flow, and the beneficial effects this has on well-being and performance. Data were collected from 40 employees who completed an initial survey and subsequent daily surveys over two weeks (273 data points). Results from hierarchical linear modeling (level-1 days; level-2 persons) suggest that transformational leaders and leader-member exchange (LMX) relationships impact employees’ work characteristics, subsequently impacting daily flow. In turn, followers’ daily flow predicted daily psychological well-being and performance on subsequent days, further evidencing the downstream importance of flow-facilitative leader behaviors. Both transformational leadership and LMX were also found to predict psychological well-being through leaders’ impact on flow preconditions and flow itself in a full multi-stage mediation model.

The Influence of Transformational Leadership and HEXACO Personality on Millennial Soldiers' Discipline in Indonesian Army (TNI AD)

This study examined the influence of transformational leadership style and HEXACO personality dimensions on the discipline of millennial soldiers in the Indonesian Army (TNI AD), focusing on leadership levels in Combat and Combat Support Battalions. The research utilized a mixed-method approach to explore how these variables interacted and contributed to enhancing soldier discipline. The findings indicated that both the transformational leadership style and the HEXACO personality dimensions significantly influenced soldier discipline. Furthermore, the study provided recommendations for applying an ideal leadership style that aligns with the unique cultural and generational characteristics in Indonesia. This research contributed to military leadership literature by offering new insights into human resource management within a military context, particularly in addressing the challenges posed by the millennial generation.

DISTRICT HEAD'S LEADERSHIP STYLE ENHANCES CIVIL SERVANTS' MOTIVATION FOR ACHIEVING GOOD GOVERNANCE IN NORTH SORONG

The leadership role at the district level plays a crucial part in promoting good governance, particularly in Sorong Utara District, part of Sorong City in Southwest Papua Province. This study focuses on transformational leadership and its impact on fostering motivation among civil servants within a supportive work environment. Using a descriptive-analytical method, the research aims to explore how leadership practices such as empathy, strategy development, guidance, integrity, and transparency influence civil servant motivation in achieving good governance. Findings reveal several challenges for leadership, particularly in upholding discipline, professionalism, and showing empathy towards employees' rights. Effective leadership strategies are required for developing guidance, enhancing integrity, and maintaining transparency, all of which are critical for boosting civil servant motivation. The study highlights that leaders who provide motivation, promote career development, and enable better public service delivery have a significant influence on staff performance. The research also establishes a positive link between civil servant motivation and improved performance. Motivational interventions that focus on optimizing the relationship between employees and their work environment can enhance both productivity and well-being. Ultimately, leaders who prioritize integrity, fairness, and the public interest over personal agendas can inspire staff to achieve organizational goals and help realize good governance.

Exploring the Link between Transformational Leadership and Teacher Innovation

Transformational leadership is a shared belief between academic leaders and their followers. Studies support the significant and progressive influence of transformational leadership behavior on academic followers, especially teachers. The close relationship between transformational leadership in the university and teachers’ organizational commitment paved the way for a proposed theoretical analytical model to understand how university leadership affected teachers’ organizational commitment. The technological demand, the innovation of teachers, and transformative leadership in the educational system are also faced in China. In the university context, Chinese university professors’ innovative work behavior is found to be directly linked to their transformational leadership and trust. For this reason, the study on transformational leadership and innovation was conducted for its influence on the university teachers’ enhancement plan in China. Through quantitative descriptive comparative design, the evaluation, experiences, and behaviors of university teachers across different areas of specialization were compared between transformational leadership and teacher innovation. This study was anchored on the elements of transformational leadership theory specifically the intellectual stimulation element of transformational leadership theory which was focused on innovation. Results revealed that teachers’ assessments regarding perceptions of transformational leadership “expects excellence” was more evident than “respect others.” While teachers’ innovative work behavior was generally average, teaching content was viewed as most favorable, and challenges/issues were the least. Since transformational leadership was positively correlated with the assessment of the innovative work behavior of teachers, recommendations were noted in designing the enhancement plan for university teachers to strengthen the link.