Transformational Leadership Factors Research Articles

The causal factors of transformational leadership and sufficiency economy philosophy practice influencing the performance of coast tourism business in Thailand

Purpose Transactional leadership and old-school management practices may not answer the changes in today’s world. Therefore, the study aimed to examine the influences of transformational leadership and the practice of sufficiency economy philosophy (SEP) on the performance of the coast tourism business in Thailand.Design/methodology/approach The population of this study comprised all Thai coast tourism businesses. Using simple random sampling, the quantitative data were collected from 407 coast tourism businesses in Thailand as the samples. Transformational leadership, SEP practice and business performance were adapted from the literature. Path analysis and factor confirmation including a correlation matrix were used to test the causal factors influencing the Thai coast tourism business’s performance.Findings Transformational leadership, SEP practice and performance of coast tourism business in Thailand were on a high level. Moreover, there were positive influences of transformational leadership (direct and indirect) and SEP practice on the coast tourism business’s performance.Practical implications Tourism business managers should pay attention to transformational leadership and SEP practice to lead to better performance for their businesses. Policymakers should educate businesses about new management practices to prepare for the changes in the future.Originality/value The findings of this study demonstrate that stakeholder theory can be used to explain the positive influences of transformational leadership and SEP practice on the coast tourism business’s performance in Thailand.

Engagement in Transformational Leadership by Teachers Influences the Levels of Self-Esteem, Motor Self-Efficacy, Enjoyment, and Intention to Be Active in Physical Education Students.

In the school context, the teacher-student interaction style plays a pivotal role in ensuring optimal adolescent functioning. Over recent years, the significance of transformational teacher leadership in fostering student engagement and positive development has been underscored. This study aimed to examine the correlations between transformational leadership and adolescent self-esteem, motor self-efficacy, enjoyment in physical education classes, and intention for future physical activity. This research used an associative and predictive strategy. A total of 429 adolescents from Málaga, aged between 14 and 16 years (M = 14.97; SD = 0.85), participated in this research, which employed an associative, comparative, and predictive approach. The Transformational Teaching Questionnaire (TTQ), Motor Self-Efficacy Scale (MSES), Intrinsic Satisfaction in Sport Instrument (SSI-EF), and Intention of Being Physically Active Scale (MIFA) were utilized for variable assessment. Correlation, Multiple Regression, and cluster analyses revealed statistically significant correlations between transformational leadership and self-esteem, motor self-efficacy, enjoyment, and future activity intention. Specifically, it was revealed that motivational inspiration predicts self-esteem, motor self-efficacy, enjoyment, and intention for physical activity, whereas intellectual stimulation predicts motor self-efficacy, enjoyment, and intention for physical activity. Notably, the transformational leadership factors of intellectual stimulation and motivational inspiration were observed to predict scores across other variables, particularly enjoyment in physical education classes, both overall and by gender. These findings suggest that transformational leadership in physical education classes can significantly enhance student experiences, thereby promoting adherence to physical activity and healthy lifestyles among adolescents.

Creating Job Satisfaction through Transformational Leadership and Compensation Factors in the Banking Sector

Employees ability to carry out their duties can be seen through their performance, so employee performance is significant for the company's success. Another important thing that companies must pay attention to regarding their human resources is the issue of job satisfaction. Job satisfaction is an employee's attitude towards their work, the difference between the rewards received by the employee and what is considered something that should be received. Apart from the sense of job satisfaction felt by employees, the compensation provided by the company is also a factor in improving performance. Based on the urgency of the problem above, this research aims to analyze the influence of transformational leadership and compensation on job satisfaction. The theoretical benefits of this research are expected to contribute to understanding leadership theory in different conditions and situations, which better explains how someone becomes a leader and emphasizes character characteristics and actions adopted to increase compensation and job satisfaction in the organization. This research method uses a quantitative approach. The population in this study were all employees at BPR Malang Raya, totaling 471 employees. Meanwhile, the sampling technique in this research used the Slovin formula with results of 175 employees. The results of the analysis show that transformational leadership positively and significantly affects job satisfaction. The research above states that compensation positively and significantly affects job satisfaction. Transformational leadership can direct subordinates to do something to achieve satisfaction in professional development and working relationships with superiors and co-workers to create a feeling of happiness about the work produced.

Psychometric Validation of the Multifactor Leadership Questionnaire Form 6-S in Indian Context

The purpose of this study was to examine the factor structure and reliability of the Multifactor Leadership Questionnaire Form 6S (MLQ-6S) for use with Indian corporate leaders. Data was collected from 321 leaders employed across public (n = 165) and private (n = 156) sector organizations via convenience sampling. Before conducting exploratory factor analysis (EFA), tests of normality, sphericity, and sampling adequacy were performed to check statistical assumptions. EFA revealed a 3-factor structure consistent with the MLQ-6S factors of transformational, transactional, and laissez-faire leadership as measured by the 21 items. All factor loadings exceeded 0.5, supporting retention of the original item set. Reliability was assessed using Cronbach’s alpha and split-half coefficients. The overall MLQ-6S scale achieved good reliability (α = 0.719; split-half = 0.664), meeting common psychometric standards. These findings provide evidence that the MLQ-6S demonstrates satisfactory factor structure and reliability for use in assessing leadership behaviors among Indian organizational leaders.

Investigating Talent Management and Intention to Stay as Mediating Transformational Leadership on Employee Performance

A great leadership is imperative for organization wanted to achieve their goals. Transformational leaders will transform and to realize performance outcomes who is able to motivate, inspires and create a commitment with their followers. This study’s aims to have better understanding the influence of transformational leadership on employee performance, by investigating the mediating role of talent management and intention to stay. The research uses SPSS.25 to correlate between each indicator score with the total construct score to determine. To test the hypothesis and cause and effect depiction’s using AMOS software using Structure Equation Model (SEM) to see both, the direct and undirect correlation between indicators. The sample was 200 public servant working in government agencies located in Jakarta using online surveys with non-contrived setting in cross sectional survey design. The results indicate transformational leadership has a significant positive influence on employee performance as talent management and intention to stay as a mediator. Government agencies are improving their human capital management strategies, as they realize that it leads to increase in productivity, innovation, improved rates of participation which all contribute to society welfare and economy. This study should be able to stress the importance factors of transformational leadership in implementation of talent management, and how intention to stay effects performance of the employee. Transformational leadership has been around over decades, but there is remains a lack of comprehensive studies regarding the influence of talent management and intention to stay and provide different perspective for governments in implementing talent management strategies.

Leadership Dimension Factors Among University Administrators Affecting Instructors' Job Satisfaction in a Technology University in China

This study explores leadership dimensions among university administrators and their impact on instructors' job satisfaction in a Chinese technology university, specifically Hubei University of Technology. Against the backdrop of China's rapid growth in higher education and challenges unique to technology-focused institutions, the research investigates the role of leadership in shaping the academic environment. Employing a quantitative research approach, a cross-sectional survey design with 340 respondents was used, along with a comprehensive questionnaire based on the Transformational Leadership Theory. Positive trends in job satisfaction, especially in Teaching and Research Opportunities, Work Environment, and Leadership Support, are revealed. Transformational leadership factors, including idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration, show strong positive correlations with job satisfaction. Despite commendable overall satisfaction levels, attention is needed to address concerns raised by a minority of instructors reporting significant dissatisfaction. The findings contribute insights into effective leadership practices within Chinese technology universities, offering actionable recommendations for administrators, policymakers, and academic leaders. The study concludes by outlining implications for enhancing leadership practices, fostering instructor satisfaction, and promoting the success of technology-focused educational institutions in China and beyond.

A study on the influencing factors of transformational leadership among college teachers

The transformational leadership of teachers has increasingly attracted the attention of educational scholars in both China and the West, but there is relatively little research on transformational leadership of teachers in China. It has a profound impact on their teaching and student development by studying the transformational leadership of teachers. A sampling survey questionnaire was used to investigate and analyze the influencing factors of transformational leadership among 236 teachers. The results showed that transformational leadership is related to gender and age, and its dimensional changes vary depending on different educational backgrounds. This study explores the diversity and intersection of transformational leadership, which is of great significance for formulating teacher training and development plans in universities.

IMPACT OF TRANSFORMATIONAL LEADERSHIP AND MOTIVATIONAL FACTORS ON TEACHERS’ PERFORMANCE AT SECONDARY SCHOOL LEVEL

Leadership plays a vital role for the development of performance of teachers through motivation. The majorobjective of this research was to find out the impact of transformational leadership and motivational factors on jobperformance. The population of this study was secondary school teachers in Lahore. The population of this researchwas public secondary school teachers whereas, 289 respondents were selected as sample which was selectedthrough simple random sampling technique. For this study, standardized questionnaires were administered tocollected the primary data through survey method. Statistical Package for Social Sciences (SPSS) was computed toanalyze the objectives of this study. The findings of this study revealed that transformational leadership andmotivational factors had moderate correlation with job performance and have moderate effect on job performance.Moreover, transformational leadership had more significant effect on job performance as compare to motivationalfactors. This research is considered as stepping stone for the adaptation of supportive leadership style according tothe situation through updated strategies and techniques.

Measurement of transformational leadership in South Africa: Assessed from an etic perspective

Orientation: It is scientifically questionable whether a predominantly Western construct and instrument could be used in the culturally diverse South African context. The sound measurement of transformational leadership in a multicultural context with the Transformational Leadership Questionnaire (TLQ), developed by Podsakoff et al. (1990), is studied from an etic perspective.Research purpose: Our study aimed to investigate the TLQ in terms of its construct validity. The instrument was developed outside the South African and the broader African and context; our study thus adopted an etic approach.Motivation for the study: The psychometric properties of the TLQs are examined through a contextual lens (the South African context), building on the previously conducted work of Podsakoff et al. (1990) and Podsakoff et al. (2012).Research approach/design and method: This research employed a typical empirical paradigm using a cross-sectional design and quantitative analysis. The sample comprised 3805 respondents. A multi-factorial model was explored and confirmed using exploratory factor analysis (EFA) and confirmatory factor analysis (CFA). The results support the original conceptualisation of the overall construct, but with an adjusted factorisation.Main findings: Two factors of transformational leadership were confirmed, namely leadership focused on organisational, group and individual transformation and leadership focused on creativity and innovation. Good psychometric properties, in terms of good fit and acceptable levels of convergent and discriminant validity were reported for a two-factor model.Practical/managerial implications: The adapted TLQ was found to be valid on structural (factorial) as well as external levels, and it was found to be reliable. The results suggest that transformational leadership could be used with confidence within the South African context.Contribution/value-add: Our study established a valid measure of transformational leadership from an etic approach. The necessity for our study originated from the diverse nature of the South African workforce. Participants from both the private and public sectors were included in our study.

Effects of Transformational Leadership on Burnout of College Teachers: The mediating role of Organizational Citizenship Behavior

The main objective of this study was to examine the relationship between transformational leadership and teachers’ burnout and the role of organizational citizenship behavior(OCB). A total of 509 participants were surveyed from universities in East China through the online questionnaire. The multiple regression analysis was used to examine the possible relationships, and it was found that transformational leadership factors of idealized influence, individualized consideration, inspirational motivation and intellectual stimulation were significantly negative related to teachers’ burnout, and were significantly positive related to organizational citizenship behavior. It was also confirmed the mediating effect of organizational citizenship behavior between transformational leadership and employee burnout with the analysis of the four-step mediator variable test method.

The Effect of Green Intellectual Capital on Green Competitive Advantage in Sustainable City Management

Resource-based view (RBV) is a valuable theoretical foundation in analyzing organizational strategic resources to achieve Green Competitive Advantage in green city management. The purpose of this study is to analyze the strategic resources of the Semarang municipal government and this public sector capability in achieving a green competitive advantage in the management of green city. The application of the green city concept aims to create a more sustainable and environmentally friendly environment, by optimizing the use of renewable energy and reducing emissions. The use of this renewable energy can also provide a more stable and secure energy source because it does not depend on the irregular supply of fossil fuels and is vulnerable to price fluctuations. The method used is by quantitative techniques through Structural Equation Modeling (SEM) with a number of 116 respondents in Semarang City municipal government was taken as the sample through purposive sampling technique. The findings through quantitative analysis shows that green intellectual capital, eco-innovation and transformational leadership factors have a significant effect on Green Competitive Advantage in the context of green city management. As a suggestion, it is advisable to enhance the capacity for sharing a common vision, facilitating communication among parties involved, implementing sustainable management practices, nurturing human resources, and employing a collaborative governance framework for the purpose of building a green city in Semarang, Indonesia.

Virtual teams and transformational leadership: An integrative literature review and avenues for further research

Digitalisation reshapes both the workplace and the forms of communication used within a team. Due to the COVID-19 crisis, rethinking leadership has required transitioning from a physical to an entirely virtual work environment to respond to the COVID-19 crisis, accelerating and increasing the relevance of exclusively virtual communication. In a face-to-face professional work environment, transformational leaders can motivate their followers by example. In addition to publications addressing these face-to-face environments, there is an emerging and growing research interest in virtual teams guided by transformational leaders. Therefore, this study conducts a literature review integrating virtual teams and transformational leadership, identifying team, leadership, and motivation factors in the existing literature. As its main contribution, the paper challenges an established leadership model under exceptional economic circumstances and identifies research gaps within team, leadership, and motivation factors. Knowing that the virtual working environment will influence the future of work, this study paves the way for further research on transformational leaders and their influence on virtual teams.

The Assessment of Leadership Styles and their Effect on organizational performance including use of English

The study assessed the main effects of leadership styles on organizational performance and use of English to communicate at the Apex Banks located in Kenema in Kenema District; Pendembu and Koindu in the Kailahun District. The study specifically sought to determine the impact of Laissez Fair, Transitional and Transformational leadership styles on organizational performance at the Apex Bank. A descriptive survey research based on perception of middle and senior managers in three community banks, namely Apex Banks in Kenema, Pendembu and Koindu. A well-structured research questionnaire was distributed completed and collected after one week. The completed questionnaires was checked for plausibility, integrity and completeness. Two independent variables were used namely, yes or no based on the objectives of the study. To discover the leadership styles that influence organizational performance, a distinction was clearly made between the Transformational Leadership factors and organizational performance rating which seemed to be very low. Thus, the study showed that the Laissez-Fair Leadership Style is high in organizational performance. Based on the findings, therefore, the study recommended that the Laissez-Fair Leadership Ltyle should be discarded by becoming more involved in guiding subordinates, public managers should formulate and implement effective reward and recognition systems. Also, managers should strive to become role models to their subordinates; inspire subordinates by providing meaningful challenges to work; stimulate subordinates’ efforts to become more innovative and creative; and pay greater attention to each individual’s need for achievement and growth.

감리단장의 변혁적 리더십이 직무만족에 미치는 영향 : 상사신뢰의 매개효과를 중심으로

This study proposes an effective transformational leadership plan for the supervisor's job satisfaction by examining the effect of transformational leadership on job satisfaction and the mediating effect of boss trust between transformational leadership and job satisfaction. purpose is to As a result of the study, it was found that among the constituent factors of transformational leadership, intellectual stimulation and motivation had a significant positive (+) effect on job satisfaction. And it was found that individual consideration, intellectual stimulation, and motivation, which are components of transformational leadership, had a significant positive (+) effect on trust in superiors. Also, it was found that boss trust had a fully mediating effect between intellectual stimulation and job satisfaction among the components of transformational leadership, and a partial mediating effect between motivation and job satisfaction.

The Impact of Transformational Leadership on Organizational Commitment and Intention to Stay: Empirical Evidence From China's Performing Arts Industry.

As part of the cultural industries, performing arts has been playing an important role in enriching people’s spiritual life, leveling culture and education, creating jobs, and even making economic benefits. Hence, a significant methodology is required to tackle the complicated concepts of transformational leadership (TL) and social factors in an arts industry context. This article aims to observe the direct impacts of TL on organizational commitment (OC). Furthermore, it examined the indirect effects of TL on OC and intention to stay (ITS) via person–job fit (PJF), social capital (SC), and psychological capital (PC). According to the results of this research, TL was discovered to have a positive impact on OC and PJF while having no significant effect on ITS. Furthermore, PJF had a significant impact on SC. Moreover, SC significantly influenced PC. In addition, PC was discovered to be in a significant correlation with OC while having no significant association with ITS. Finally, OC was also in a significant relationship with ITS.

Transformačný líder v edukácii v kontexte organizačnej kultúry školy

The transformation of education should originate in the school environment. Teachers, as actors of change, thus find themsel es in the position of transformational leaders. Keller (2006) identifies as transformational leaders those individuals who can succeed and fulfil a vision, inspire and activate followers who respond with en‑ thusiasm and determination to achieve goals. Part of a leader’s job is the co‑creation of the organizational culture being upheld in the educational setting. Organizational culture rep‑ resents the nature of the workplace, approach, unwritten rules of interaction and the values of the organization (Morcos, 2018). Organizational culture as defined by Cameron and Quinn (2011) points to the fact that aleader significantly participates in its formation. These claims are confirmed by various studies conducted in different types of organizations, including schools, worldwide (f.e. Daud et al., 2015; Berkemeyer et al., 2015; Yücel et al., 2013). Goal: The aim of the present paper was to find out whether there is a relation between the school organizational culture and the characteristics of transformational leaders in education in the Slovak context. Methods: The paper consists of two studies due to the use of two different research methods assessing transformational leadership factors. Study 1: the research group consisted of 107 Slovak teachers (N = 107; AMage= 43.72; SDage= 10.51; 18.69 % men). The data were obtained through the Leadership Practices Inventory (LPI; Kouzes & Posner, 2013), assessing five types of practices – leadership practices: 1) Model the Way, 2) Inspire a Shared Vision, 3) Challenge the Process, 4) Enable Others to Act, 5) Encourage the Heart and 6) the Organizational Culture Assessment Instrument (OCAI; Cameron & Quinn, 2006), mapping four types of organizational culture – Clan, Adhoc, Market, and Hierarchy. Study 2: the research group consisted of 100 Slovak teachers (N = 100; AMage= 40.99; SDage= 7.79; 30.00 % men). The data for this study were obtained through the Czech Leadership Questionnaire (CLQ; Procházka et al., 2016) assessing eight subscales corresponding to four components of transformational leadership, three components of transaction‑ al leadership, and laissez‑faire leadership. Only the four components of transformational leadership were used. The second questionnaire was also OCAI. All tools were modified and adapted to local conditions. Results: Relation analysis between the observed variables in both studies showed statistically significant positive moderately strong relations assessed by LPI, CLQ to the Clan’s organizational culture of the school (LPI r = from.262** to.394**; CLQ r= from.222* to.420***). For Study 1: negative moderately strong relations between Market organiza‑ tional culture and LPI factors (r = from -.224** to -.421***) and Study 2: CLQ with Hierarchical Organizational Culture (r = from -.249* to -.437***). The Clan organizational culture dominates in the monitored Slovak schools, closely related to the characteristics of trans‑ formational leaders in education as potential actors of changes in education. Conclusion: According to the findings, transformational leaders in education, being an attractive example for others, are charismatic bearers of innovative ideas, they are progressive in their approach to their followers, strengthening the school team spirit and ap‑ preciating and encouraging them. They are the leaders of the Clan organizational culture. The positive finding in both studies remains that the researched Slovak schools show a prevalence of the Clan organizational culture.

E F F E C T O F T R A N S F O R M A T I O N A L L E A D E R S H I P O N E M P L O Y E E P E R F O R M A N C E : APERSPECTIVE OF LEADER’S INFLUENCE

The study examined the effect of transformational leadership on employee performance in the banking sector based on the leader’s influence perspective. Literature review revealed that the ability of the leader to influence the followers is centred on idealised influence (model the way) and inspirational motivation (communicating appealing vision) factors of transformational leadership. The motivation for the study was because information on how idealised influence and inspirational motivation affect employees performance in the banking sector in Sub-Saharan countries had been rarely addressed. Where addressed, the findings are tokenistic, discrete and imprecise. A sample of 132 employees who were working in the banking sector was surveyed using a self-administered structured questionnaire and a simple random sampling technique. Multiple linear regressions were used to estimate the relationship between the predicators and an independent variable. An in-depth interview was also employed tocollect qualitative data from ten employees selected using the purposive sampling technique from ten different banks. Thematic analysis was used to analyse qualitative data to supplement the quantitative findings. The study revealed that idealised and inspirational motivation positively influence the performance of employees in the banking sector. The study has got four knowledge contributions. Firstly, contrary to other empirical studies, this study adopted mixed methods research design. Secondly, the study revealed that employee’s performance is enhanced if supervisors become good role models and at the same time inspire employees to commit to the bank’s vision. Thirdly, idealised influence and inspirational motivation factors are significant to the employees performance and are the learned behaviours. Fourthly, leaders should be careful with their decisions and actions because employees are likely to emulate the leaders' behaviours by trusting that whatever they do is correct and acceptable

The influences of three task characteristics on innovative use of malleable IT: An extension of adaptive structuration theory for individuals

Malleable information technology (IT) stands for contemporary mobile computing technologies, which are fluid and flexible and provide much room for users to engage in innovative use. We draw upon adaptive structuration theory for individuals (ASTI) to examine the influences of three task characteristics, namely two task environment factors of transformational leadership and innovation climate and the task process factor of work autonomy, on employees’ innovative use of malleable IT. We collected survey data from 315 frontline employees of 20 different companies across 5 industries in China that had implemented a mobile computing system for more than one year. The results indicate that transformational leadership exerts a positive influence on innovative use of malleable IT, and innovation climate mediates this positive influence. Work autonomy also has a positive influence on innovative use. A multiple group analysis based on gender further reveals that the two task environment factors of transformational leadership and innovation climate both exert stronger influences on female employees, while work autonomy, as a task process factor, has a stronger influence on male employees. Our study provides an extended interpretation of ASTI in the use context of malleable IT and offers practical implications for managers who seek to promote innovative use of malleable IT.

Does transformational leadership, empowerment, and work ethic effect on job enrichment and employee performance?

This study aims to prove and analyze the effect of transformational leadership, empowerment, work ethic on job enrichment and employee performance. The object and location of this research is the Village Credit Institution (LPD) as a financial institution owned by Pakraman Village in 9 districts/cities in Bali. The sampling technique is based on the proportionate random sampling method, which is taking samples from each LPD area of ??the Traditional Village randomly and proportionally, because the population members are homogeneous. The size of the sample is 300 people. Based on the results of the analysis and hypothesis testing that have been carried out, the results of this study indicate that of the 7 hypotheses proposed, all of them are proven true or supported by empirical facts, which predict a significant direct effect between transformational leadership factors, empowerment, work ethic and employee performance.

Transformational Leadership Practices of Academic Heads of Private Colleges in Laguna: An Input to A Comprehensive Training Program

Transformational leaders are one of the types of leadership that aims to provide a better academic institution or any organization by making change. This type of leadership fosters higher performance beyond the expectation with the collective efforts of everyone. It aimed to evaluate the transformational leadership of selected academic heads of private colleges in Laguna. Transformational leadership factors such as charisma, social, vision, transactional, execution, delegation, and overall transformational leadership were measured using the Transformational Leadership Survey by Donald Clark, an 18-item test 4-point Likert scale. The researcher also checked possible significant differences in means score across all demographic profiles of respondents per factor assessed. Results showed that vision, transactional, execution, delegation, and overall transformational leadership is at the same level of agreement which is agreed while charisma and social factor is at a strong level of agreement. Furthermore, age is a profile that varies the level of agreement for transactional and execution levels while the rest of the demographic profiles concerning the variables measured found no significant difference.