Effect Of Transformational Leadership Research Articles

The Effect Of Work Environmental, Transformational Leadership And Work Stress On Employee Performance At Bank International

The Effect Of Work Environmental, Transformational Leadership And Work Stress On Employee Performance At Bank International

Why and when transformational leadership influences followers' qualitative job insecurity: A three‐wave moderated mediation study

AbstractThis study explored the mediation role of follower organization‐based self‐esteem (OBSE) and the moderation role of workplace friendship in the relationship between transformational leadership and follower qualitative job insecurity. We adopted a three‐wave longitudinal design and collected survey data from 142 Chilean employees. Cross‐lagged mediation panel analysis indicated that transformational leadership had a lagged effect on follower OBSE, which, in turn, had a lagged effect on follower qualitative job insecurity. Further, follower workplace friendship moderated the effect of transformational leadership on follower OBSE such that transformational leadership only promoted follower OBSE when followers had high workplace friendship but did not significantly moderate the indirect effect of transformational leadership on follower qualitative job insecurity via OBSE. Integrating the leadership literature with the job insecurity literature, our study takes the first attempt to explore how, why, and when transformational leadership may influence follower qualitative job insecurity.

Delving into the link between employee proactivity and knowledge sharing: A multilevel mediated moderation investigation

This study examines why and when proactive employees share knowledge. By integrating the Motivation-Opportunity-Ability Framework and Trait Activation Theory, and incorporating Mindsponge Theory, our multi-level model proposed that job autonomy moderates the impact of proactive personality on knowledge sharing (KS) within and between teams. Transformational leadership exhibits a cross-level effect on job autonomy. Utilizing a two-source, three-time-point research design, we collected data from 63 team leaders and 241 team members across six Chinese companies. Multilevel regression analysis revealed that within teams, increased job autonomy coupled with a proactive personality significantly enhanced KS. Between teams, job autonomy had a positive moderating effect. When job autonomy was low, more proactive teams exhibited less KS, whereas this negative effect was mitigated when job autonomy was high. The cross-level effect of transformational leadership on job autonomy was demonstrated. The theoretical and practical implications of these findings are discussed.

The Effect of Transformational Leadership on Employee Performance During The Covid-19 Pandemic with Control Culture and Affective Commitments as Intervening Variables

The Effect of Transformational Leadership on Employee Performance During The Covid-19 Pandemic with Control Culture and Affective Commitments as Intervening Variables

Transformational leadership and job satisfaction in vocational high schools in Türkiye: a multilevel mediation model of teacher professional learning and self-efficacy

PurposeIn recent decades, researchers have increasingly begun to study the effects of transformational leadership on various teachers’ attitudes in K-12 settings. However, studies on the effect of transformational leadership on the job satisfaction of vocational high school teachers are not sufficient. Therefore, in this study, the nature of the relationship between transformational leadership and job satisfaction in Turkish vocational high schools was examined.Design/methodology/approachThe study data came from 847 teachers working at 82 state vocational high schools located in 12 regions in Türkiye. To test the research model, we conducted multilevel structural equation modeling to explore the structural relationships between transformational leadership, teacher professional learning, teacher’ self-efficacy and job satisfaction.FindingsThe analysis confirms that teacher professional learning and self-efficacy are prominent mediators in the relationship between transformational leadership and job satisfaction in Turkish vocational high schools.Originality/valueThe present study is expected to contribute to the body of research focusing on the effects of transformational leadership on job satisfaction in vocational high schools. Implications for theory, practice and policy are discussed.

School middle leaders' transformational leadership and organizational resilience: The moderating role of academic emphasis

AbstractThis study examines how teachers' perceptions of academic emphasis moderate the relationship between their middle leaders' transformational leadership and organizational resilience subdimensions (principal organizational resilience and faculty organizational resilience). Academic emphasis in schools prioritizes academic excellence in teaching and is crucial in evaluating school effectiveness. The study used a two‐source survey design with self‐report data from 609 participants in 103 secondary schools in Israel. The results indicate that academic emphasis moderates the relationship between transformational leadership's sub‐dimensions (idealized influence, inspirational motivation, individualized consideration and intellectual stimulation) and principal organizational resilience but not faculty organizational resilience. The findings suggest that middle leaders can create a positive academic emphasis to optimize their transformational leadership's effects on organizational resilience. Theoretical and practical implications are discussed.

A conceptual study on investigating the effect of innovation, transformational leadership and work stressor on employee performance of SMEs in Pakistan

The understanding of elements contributing to employee performance of small and medium enterprises (SMEs) in Pakistan is still deficient. As the SMEs of Pakistan have had difficulty surviving in their early years, their initial failure rate is 90% -95%. Initially, this is a concept paper to provide useful insights into the relationship between organizational innovation, transformational leadership, and work stressor on employee performance of small and medium enterprises (SMEs) in Pakistan's manufacturing sector. The relationship between organizational innovation, transformational leadership, and work stressor and their effect on overall employee performance is established through a review of the literature. The mediating role of creativity was also an attempt to explore. In order to reach the optimum level of employee performance to increase the outcome of SMEs in Pakistan, it is mandatory to provide an open and supportive environment to employees so they can cultivate their creative ideas. This study mainly focused on the factors that directly influence employee creativity to ensure progress in employee performance. This study emerged from the fact that a very limited study is being carried out on this issue, and further research should be carried out in this field, especially in Pakistan. A model is proposed, and hypotheses will be developing and discussed based on theoretical considerations. The findings of this study can contribute to business practice by informing employee performance, improvement strategies. Business leaders could gain additional insights into strategies to engage and motivate employees to improve performance.

The Future of Leadership: Exploring the Relationship Between Transformational Leadership and Organizational Performance

Purpose: The main objective of this study is to examine the development of the discussion of the relationship between transformational leadership and organizational performance. Methods: this research is a literature study conducted at Scopus. There were 831 documents found using the keywords "transformational leadership" and "organizational performance". The analytical tool used in helping to understand developments in this study is Vosviewer which is based on bibliometric analysis methods. Results and discussion: The results of this study show that there is a development of documents with this research theme since 1985-2023. The scientific work used as the main foundation for current research is largely sourced from the work of Bernard M. Bass, Bruce Avolio, and Ronald E. Riggio. The clustered results of the Bibliography cover various aspects, ranging from the direct effects of transformational leadership on organizational performance to the role of individual psychology in leadership dynamics. Implications of the research: this study provide compelling evidence that transformational leadership can have a significant impact on various aspects of organizational performance and behavior. Originality/value: The originality of this research encapsulates the essence of the unique contribution, emphasizing the systematic exploration of the evolution of the literature regarding transformational leadership and organizational performance, as well as the insights gained from the analysis of the literature conducted.

Linking transformational leadership and project success: Role of work engagement and project complexity

This study examines the direct, mediating, and moderating effects of Transformational Leadership (TL), Work Engagement (WE), and Project Complexity (PC) on Project Success (PS). Using survey methods and multivariate data analysis through structural equation modeling with 326 project managers in Vietnam, the results show that TL scientifically predicts PS; TL positively impacts WE; WE strongly influences PS; and the link between TL and PS is moderated by PC and mediated by WE. The results indicate that project-oriented businesses should consider TL when hiring for project management roles and offer transformational leadership training to assist project managers in becoming more exceptional. Future studies could use longitudinal research to understand better how the impact of these antecedents on project success changes over time.

The Effects of the Transformational Leadership Model on Teachers' Organizational Justice and Job Satisfaction in Private Universities in Shandong Province

This study analyze how transformational leadership affects job satisfaction and explore the relationship between transformational leadership and teachers' satisfaction through organizational justice and psychological capital in private universities in Shandong Province. The data 425 valid questionnaires were collected from private universities in Shandong province. The data were analyzed by the quantitative research method, structural equation modeling was constructed, and confirmatory factor analysis (CFA) was used with the purpose to test the hypotheses. The results show that there are effects to each variable relationship. There are significant direct effects of transformational leadership on psychological capital, organizational justice, and job satisfaction. Meanwhile, psychological capital and organizational justice mediate between transformational leadership and teachers' job satisfaction. Transformational leadership enhances employees' sense of organizational justice and psychological capital. Transformational leadership motivates employees to have good job satisfaction.

Effect of transformational leadership on virtual team performance: the mediating role of knowledge sharing

In today's world, many companies have employees from different countries, and they work together as virtual teams using technology. The leaders of these teams need to know how to manage their teams well, understand their unique skills and overcome challenges. Accordingly, we want to study the specific leadership style and its effects on virtual teams' success. Data for the study was collected from various companies that have online activities. Team members participated in surveys, providing information on how their leaders effectively motivated them to be productive and satisfied in their jobs. Additionally, the surveys examined team members' knowledge-sharing levels in their leaders and organizations. Based on the analyses, we found that transformational leadership positively affects virtual team performance but not knowledge sharing; however, knowledge sharing positively improves team performance.

Leadership and Knowledge Management in SMEs: Organizational Culture as Moderation

Knowledge management is important for small and medium-sized businesses to maintain their competitive position and drive innovation. The main obstacles that hinder the spread of knowledge management practices in SMEs include cultural aspects, leadership, and limited managerial capacity related to technology and knowledge gaps. Therefore, this study analyzed the effect of transformational and transactional leadership on knowledge management in SMEs and the moderating of organizational culture. This research was collected using a questionnaire. The sample of this study was leaders of Small and Medium Industries in Mojowarno District, Jombang, East Java, Indonesia with 62 respondents. The analytical method used a moderation test using the SmartPLS 3 program. The results of the study revealed that transformational leadership had a significant effect on knowledge management while transactional leadership did not have a significant impact on knowledge management; team culture strengthened the influence of transformational and transactional leadership on knowledge management, and there was no moderating role of adhocracy culture and market culture. These findings show that transformational leadership plays a major role in the application of knowledge management in SMEs. However, transformational and transactional leadership collaboration has a major impact on the successful implementation of knowledge management. Clan culture contributes greatly to strengthening the leadership role of knowledge management.

The Effect of Transformational Leadership on Job Performance and Employee Happiness: The Mediating Role of Organizational Commitment–Focus on China’s Financial Institutions

The Effect of Transformational Leadership on Job Performance and Employee Happiness: The Mediating Role of Organizational Commitment–Focus on China’s Financial Institutions

Pengaruh Kepemimpinan Transformasional Dan Budaya Organisasi Terhadap Kepuasan Kerja Pegawai Di Sma Negeri 1 V Koto Kampung Dalam Kabupaten Padang Pariaman

Employee job satisfaction is one of the important things in an organisation, so employees will try to give their best for the benefit of the company. The results of ASN job satisfaction in 2022 there are items, career development systems, education and training and HR information systems that show ASN dissatisfaction is a greater percentage than ASN job satisfaction. Judging from the existing phenomenon, it is known that problems regarding job satisfaction are still found in SMA Negeri 1 V Koto Kampung Dalam. This study aims to determine: The effect of transformational leadership and organisational culture on employee job satisfaction at SMANegeri 1 V Koto Kampung Dalam Padang Pariaman Regency with a sample of 71 people Data were collected by questionnaire and analysed with the SPSS program. Based on the results showed that transformational leadership affects employee job satisfaction of SMA 1 V Koto Kampung Dalam with a tcount of 2.586> t table 1.993 and a significance of 0.012 < 0.05. Organisational culture affects job satisfaction of SMA 1 V Koto Kampung Dalam employees with a tcount of 3.684 > t table 1.993 with a significance of 0.000 < 0.05. Transformational leadership and organisational culture simultaneously and significantly influence job satisfaction of SMA 1 V Koto Kampung Dalam employees with Fcount 30,818 and Adjusted R2 = 0.475 = 47.5%i.

More cognitive heterogeneity and transformation leadership is always better? Interdisciplinary collaboration in original academic innovation in China

ABSTRACT In the realm of scientific research, interdisciplinary collaboration stands out as a vital manifestation of organisational heterogeneity, exerting a substantial influence on organisational innovation performance. While there exists academic scrutiny on the correlation between heterogeneity and innovation performance, the deconstruction of heterogeneity has not received sufficient attention, particularly regarding cognitive heterogeneity. In this study, we posit cognitive heterogeneity as the independent variable in scientific cooperation, with the original innovation performance of research teams as the response variable. To accentuate the nuances of original innovation, we have adapted the performance evaluation model accordingly. Additionally, we introduce transformational leadership as a moderating variable to explore its impact on the main effect. Our findings reveal that cognitive heterogeneity indeed affects original innovation performance. However, the effects of its sub-dimensions are varied, mirroring the nuanced nature of interdisciplinary collaboration. Similarly, the moderating effect of transformational leadership demonstrates mixed outcomes. This study seeks to advance theoretical frameworks elucidating interdisciplinary collaboration in the Chinese context. A specific focus is placed on delving into the realm of original innovation within research teams in Chinese universities. Ultimately, our research aims to offer practical insights for enhancing interdisciplinary collaboration within research teams.

The Effect of Employee Development Policy, Work Environment, and Transformational Leadership on Employee Creativity in Indonesia's Creative Industries

This research investigates the impact of employee development policy, work environment, and transformational leadership on employee creativity within Indonesia's dynamic creative industries. A quantitative analysis employing Structural Equation Modeling (SEM) with Partial Least Squares (PLS) was conducted to analyze data collected from 120 employees across various sectors of the creative industry. Descriptive statistics, measurement model assessment, structural model analysis, and hypothesis testing were employed to examine the relationships between the variables of interest. The results reveal that employee development policy, transformational leadership, and work environment significantly influence employee creativity within Indonesia's creative industries. Specifically, organizations that prioritize employee development, foster transformational leadership behaviors, and provide supportive work environments are more likely to enhance employee creativity. These findings underscore the importance of organizational strategies and leadership practices in fostering a culture of innovation and creativity within Indonesia's burgeoning creative economy.

Uncovering the Significance of Transformational Leadership in Islamic-Based Institutions: A Systematic Exploration

Studies on transformational leadership have shown to be beneficial for employees and organizations, particularly those with an Islamic foundation. Islamic elements present within Islamic institutions seem to have different viewpoints regarding the numerous implications of transformational leadership. To have a clear understanding of the transformational leadership presence in Islamic-based institutions, it is crucial to compile prior literature. Then will ensure the efficiency on effectiveness of transformational leadership in Islamic-based institutions for future reference. Regrettably, there has yet to be enough research that thoroughly reviews the body of knowledge on transformational leadership implications for employees in Islamic-based institutions. Therefore, a thorough literature assessment on the impact of transformational leadership on employees in Islamic-based institutions was conducted in this project. This study used the PRISMA (Preferred Reporting Items for Systematic Reviews and Meta-Analyses) review approach to guarantee that the results were of high quality. Two eminent databases, Scopus and Web of Science, as well as one auxiliary database, Google Scholar, were used to retrieve the articles. Two key topics were found through thematic analysis, including 1) employee performance and effectiveness, and 2) employee ethical behavior. Six sub-themes were then created by combining these two primary themes. This research will add to the body of knowledge currently available in the fields of transformational leadership and practical application in institutions with an Islamic foundation. The following are the study's key contributions: 1) pinpointing the beneficial effects of transformational leadership towards employees in Islamic-based organizations, and 2) formulating recommendations for more research in this area.

How CEO transformational leadership affects business model innovation: a serial moderated mediation model

PurposeThis study aims to reveal how chief executive officer (CEO) transformational leadership affects business model innovation (BMI) by exploring the serial mediating role of top management team (TMT) collective energy and behavioral integration and the moderating role of TMT-CEO value congruence.Design/methodology/approachThe sample of 520 TMT members from 127 enterprises in North China was collected through a two-wave questionnaire survey. Hierarchical regression and bootstrapping were used to test the hypothetical relationships proposed in this study.FindingsThe results indicate that TMT collective energy and behavioral integration play a serial mediation role between CEO transformational leadership and BMI. TMT-CEO value congruence positively moderates the relationship between CEO transformational leadership and TMT collective energy as well as the serial mediation effect.Practical implicationsThe results suggest that CEOs can stimulate TMT collective energy by demonstrating transformational leadership behaviors, thereby promoting TMT behavioral integration and ultimately achieving BMI. In addition, to enhance the effectiveness of CEO transformational leadership, enterprises should take measures to ensure that TMT members hold values that are consistent with those of CEOs.Originality/valueBased on social cognitive theory, the mediating mechanism and boundary conditions of CEO transformational leadership that affect BMI are revealed by this study, thus opening the “black box” of the relationship between the two. It also supplements research on the role of TMT among the antecedents of BMI.

Is green performance affected by green transformational leadership in travel agencies? The mediating roles of green organizational identity and green innovation

This study explored how green transformational leadership, green organizational identity, and green innovation affect performance. It also looked at the role of green organizational identity in mediating the relationship between green transformational leadership and green innovation, as well as the role of green innovation in mediating the relationship between green organizational leadership and performance. PLS–SEM was used to analyze 885 responses collected from Egyptian travel agency Category A employees. The results highlighted a significant and positive effect of green transformational leadership on green organizational identity, innovation, and performance. As well, the results depicted that green organizational identity affects significantly both green innovation and performance. The results also revealed that green organizational identity plays a partial mediating role in the relationship between green transformational leadership and innovation. Moreover, the results clarified that green innovation plays a partial mediating role in the relationship between green transformational leadership and performance. The study contributes to the theoretical understanding of green transformational leadership and performance in the tourism and hospitality industries. In practice, the study includes suggestions to managers in the tourism and hospitality industries on how to improve green innovation and performance through green transformational leadership. Limitations and future research directions were outlined.

NEXUSES BETWEEN LEADERSHIP DYNAMICS & EMPLOYEES’ ENGAGEMENT: MEDIATING ROLE OF SELF-EFFICACY

The primary aim of this research is to investigate the effect of despotic and transformational leadership on employee engagement through mediating role of self-efficacy as the researchers used quantitative research methods. The population of this research includes managerial-level employees of the banking sector in Pakistan. The sample-size of the current study was 350 managerial-level employees working in the conventional banks in Pakistan. The researcher used a questionnaire to collect data from respondents. The findings indicated that despotic leadership has a significant and negative effect on employee engagement. Furthermore, the findings indicated that transformational leadership has significant and positive effect on employee engagement. Moreover, the self-efficacy mediates the relationship between despotic leadership & employee engagement. Lastly, self-efficacy mediates relationship amid transformational leadership and employee engagement. The findings of study are consistent with the findings of previous research and have implications for managers and other relevant stakeholders along with certin clues for future researchers for revisiting the research issues in different contexts.