Transformational Leadership Scale Research Articles

Performance Reviewed from Transformational Leadership in SLB Teachers in Medan City

Researchers conducted a study entitled Performance in Terms of Transformational Leadership on SLB Teachers in Medan City with a sample of 135 SLB teachers in Medan City. This study used purposive sampling techniques. In this study, were 30 items on the performance scale and 32 on the transformational leadership scale. Researchers used the Pearson Product Moment correlation method. This study says that both variables have a positive correlation. Performance and Transformational Leadership performed normality and linearity testing using IBM SPSS Statistics 25. These two variables get a correlation coefficient 0.209 with a significant value of 0.015 (P<0.05). The higher the performance, the higher the Transformational Leadership, and vice versa, the lower the performance, the lower the Transformational Leadership of a person.

Interplay between leadership and patient safety in dentistry: a dental hospital-based cross-sectional study

ObjectivesThe study aimed to study the association of leadership practices and patient safety culture in a dental hospital.DesignHospital-based, cross-sectional studySettingRiphah Dental Hospital (RDH), Islamabad, Pakistan.ParticipantsAll dentists working at RDH were...

Kepemimpinan transformasional dalam pembentukan Organizational Citizenship Behavior (OCB) Polisi: Kepuasan kerja sebagai mediator

Previous research emphasizes the importance of Organizational Citizenship Behavior (OCB) in public institutions, including the police. However, there is limited literature that examines how OCB subtypes are formed. Considering the centrality of the leader figure in the police, this research investigates the role of transformational leadership in the formation of OCB through attitudinal mechanisms, namely job satisfaction. The quantitative research involved 251 participants, chosen via cluster sampling from a single Resort/Departmental Police Force in Indonesia. This participant willingly completed three main scales: the OCB scale, the job satisfaction scale, and the transformational leadership scale. Data processing used mediation analysis with JASP software JASP 0.17.3 (Intel). The results align with previous findings, which stated a significant positive relationship between transformational leadership and OCB, which was mediated by job satisfaction. Furthermore, this research shows that only the OCB-Individual (OCBI) subtype (courtesy and altruism) is related to transformational leadership through the mediation of job satisfaction. Discussions and implications are outlined in detail, both for police institutions and future researchers

The effect of transformational leadership and personal cultural values on creating a learning organization

This research aims to investigate the effect of transformational leadership and personal cultural values on creating a learning organization in the field of physical education and sports in higher education institutions. The sample consisted of 328 academic staff selected through convenience sampling. These participants worked in the field of physical education and sports in higher education institutions and volunteered for the research. The data of the study were collected through “Learning Organization Dimensions Scale” developed by Watkins and Marsick (1997), “Transformational Leadership Scale” by Podsakoff et al. (1990), and “Personal Cultural Values Scale” by Yoo et al. (2011). For the data analysis, Scatter Plot Matrix distributions, multivariate Mardia normality test, and structural equation modeling were utilized. In the creation of a learning organization, it was observed that there was a direct effect of providing vision-inspiration and being an appropriate role model, providing acceptance of group goals, giving intellectual encouragement, paying individual interest, and having high success expectations sub-dimensions of transformational leadership and power distance and collectivism sub-dimensions of personal cultural values. Transformational leadership and personal cultural values are essential for constructing a learning organization. The research can contribute to the development of higher education institutions and their evolution into a learning organization by determining the interaction of the learning organization, transformational leadership, and personal cultural values.

A leadership-based framework for improving Saudi Arabian female participation in sports.

To analyze the relationship between the leadership styles and sports engagement among female sport persons in Saudi Arabia and proposes a framework model for improving Saudi Arabian female participation in sports. This study adopted an online cross-sectional survey design for achieving the research aim. Survey instruments included multi-factor leadership questionnaire (MLQ) and Utrecht Work Engagement Scale (UWES). The study participants included adult female sports persons from various sports clubs in Saudi Arabia. A total of 329 responses were received, out of which 35 were incomplete; therefore, a total of 294 responses were considered for the data analysis. Transformational leadership style was identified to be the most preferred style compared to transactional and laissez-fare leadership styles. Older participants (>25 years) perceived transformational leadership scales including inspirational motivation, intellectual stimulation, and individual consideration to be more effective (p < 0.05) compared to younger participants. Transformational leadership has strong positive correlation with all engagement scales (as correlation coefficient "r" was greater than 0.7, p < 0.01). Inspirational motivation could be an effective approach in increasing the female participation in Saudi Arabia, as they are mentally unprepared due to the experience of socio-cultural restrictions for decades.

Enhancing Nurses’ Well-Being: Exploring the Relationship between Transformational Leadership, Organizational Justice, and Quality of Nursing Work Life

Aim. The study’s aim was to examine the relationship between transformational leadership, organizational justice, and nurses’ quality of work life. Background. There is an increasing emphasis on the welfare of nurses and their influence on healthcare services. There is a dearth of comprehensive studies on the influence of transformational leadership and justice within organizations on work-related quality of life. Understanding these connections is critical for improving workplace dynamics and fostering nurse well-being. Methods. This cross-sectional research included a convenience sample of nurses working in a general hospital. The data were obtained through self-report questionnaires encompassing three reliable and validated scales: the global transformational leadership scale, organizational justice scale, and quality of nursing work-life scale. The data were then analyzed with SPSS 23 and statistical methods (descriptive statistics, Pearson correlation coefficient, and hierarchical linear regression). This study adhered to the STROBE guidelines. Results. A sum of 527 out of 566 nurses responded to the questionnaires (response rate = 93.1%). The nurses had a high perception of transformational leadership behaviors but had a more moderate view of organizational fairness and the quality of their nursing work life. Transformational leadership was significantly associated with organizational fairness. Also, a positive relationship was found between transformational leadership, justice within organizations, and nurses’ quality of work life. Conclusions. Nurses who consider their leaders as transformative and have the sense of a fair organizational climate are more likely to have higher levels of quality of work life. Implications for Nursing Management. Nurse managers should strive to develop transformational leadership behaviors and promote organizational justice to enhance the well-being and satisfaction of nurses in their work environments.

Transformational Leadership &amp; Social Capital as Determinants of Patient Safety: a Parsonian Approach

Abstract Background Health and safety, especially quality of care and patient safety, are central concerns in healthcare. In the past, researchers concentrated on special measures to promote safety. Fewer studies focused on general prerequisites of safety management. Drawing on Parson's adaptation (A), goal attainment (G), integration (I), and latent pattern maintenance (L) (AGIL)-scheme, we argue that safety management needs two components to succeed: an integrated group (I-factor) and leaders with goals and the ability to align the group to these goals (G-factor). Both factors together form the GI-factor. Methods Based on a 2008 survey of medical directors of German hospitals (N = 551) we administered a social capital scale (proxy for integration) and a transformational leadership scale (proxy for goal attainment). Both concepts - social capital and transformational leadership - are widely deployed in health care settings and acknowledged to impact patient safety. Via median-splits, we created three groups with low (G&amp;I low), medium (G low/I high and vice versa) and high (G&amp;I high) GI-factor. Survey data were aligned with 2012-2019 quality reports in a longitudinal study to test if hospitals with a low GI-factor had more quality deficiencies. Results There were continuous differences between the share of quality deficiencies and the GI level. A high GI-factor was associated with significantly lower share of quality deficiencies. A significant correlation with reported quality deficiencies in inpatient German health care was evident for multiple aspects of quality deficiencies. The results persisted when controlled for other organizational characteristics. Conclusions It seems evident that healthcare organizations have to meet two conditions to build up long-term patient safety: (1) goal setting and attaining, and (2) social integration. It is important for hospital managers to sustainably ensure better health care by building up the social infrastructure for health and safety. Key messages • Hospitals with a high GI-factor (i.e., exhibiting both strong goal attainment and social integration) were associated with significantly lower quality defects in inpatient care. • To sustain patient safety, healthcare organizations need to keep a focus on organizational influencing factors in hospital management.

THE EFFECTS OF TRANSFORMATİONAL LEADERSHİP PRACTİCES İN ORGANİZATİONS AMONG FAMİLY-WORK CONFLİCT, WORK-FAMİLY CONFLİCT AND JOB PERFORMANCE

The research examines the relationship between transformational leadership in organizations and family-work conflict, work-family conflict and job performance. The sample consists of 232 public employees. Transformational leadership scale, performance scale, family-work conflict scale and work-family conflict scale were used in the study. As a result of the analysis, it was concluded that transformational leadership practices affect the performance of employees positively, and that transformational leadership affects family work conflict and family work conflict negatively affects performance. No significant relationship was found between transformational leadership and work-family conflict and work-family conflict and performance.

The Relationship between Transformational Leadership and Early Childhood Teachers' Occupational Well-being: A Moderated Mediation Model

Enhancing the occupational well-being of early childhood teachers is of vital importance for the stability of the teaching workforce and the improvement of educational quality, as well as the healthy development of young children. This study surveyed 327 early childhood teachers using the Principal Transformational Leadership Scale, the Early Childhood Teacher Occupational Well-being Scale, the Psychological Empowerment Scale, and the Perceived Social Support Scale. The results are as follows: (1) Transformational leadership has a positive influence on the occupational well-being of early childhood teachers, and psychological empowerment mediates the relationship between transformational leadership and occupational well-being. (2) Perceived social support among early childhood teachers moderates the relationship between psychological empowerment and occupational well-being. Specifically, when teachers have a lower level of perceived social support, the predictive role of psychological empowerment on occupational well-being is stronger. Conversely, when teachers have a higher level of perceived social support, the predictive role of psychological empowerment on occupational well-being is not significant.

Factors predicting job performance of nurses: A descriptive predictive study.

This study investigated the job performance and predictability of job demands, job resources, personal resources, work engagement, job crafting, and the transformational leadership of nurse managers on this among nurses in Myanmar. The ongoing crisis of nursing shortages along with heavy workloads combines to form a major challenge in Myanmar and these affected the job performance of nurses during the COVID-19 pandemic. Utilizing a stratified random sample of 474 nurses from tertiary-level general hospitals in the Republic of the Union of Myanmar, a descriptive predictive analysis was carried out. The Demographic Data Sheet, Job Performance Scale, Work Engagement Scale, Job Demands Scale, Job Resources Scale, Personal Resources Scale, Job Crafting Scale, and Global Transformational Leadership Scale were utilized to collect data. The overall level of job performance was perceived to be high, considering various factors such as job demands, personal resources, work engagement, and job crafting were found as significant predictors of nurses' job performance, explaining 63.30% of the total variance. These findings make a valuable contribution toward enhancing nurses' job performance by addressing job demands, fostering work engagement, and nurturing their job-crafting capabilities. Self-reporting data collection may not have accurately represented the actual level of study variable. This study highlighted factors that significantly affect nurses' job performance in general hospitals in Myanmar. The findings provide important evidence for nursing administrators and policymakers wishing to develop strategies to enhance the working environment and remain active in helping the performance of nurses.

Transformational leadership and work engagement in Muslim workers: The moderating role of gender

This study examines the role of transformational leadership on employee work engagement, seen with gender as a moderator variable. This study engaged 190 Muslim employees as a total sample and used quantitative methods with an explanatory approach with two adaptation scales, the Transformational Leadership Scale by Bas &amp; Avolio (1995) and the Work Engagement Scale by Schaufeli, Bakker, and Salanova (2006). The data analysis technique used Structural Equation Modeling (SEM). The results showed the role of transformational leadership in employee work engagement. However, there is no role of gender as a moderator in the influence of transformational leadership on work engagement. The findings of this study contribute to the literature on transformational leadership by explaining how leadership that motivates and inspires can help employees be more engaged in their work.

Factors predicting proactive work behaviors among nurses: A descriptive predictive study.

This study examined the level of proactive work behavior and predictability of education level, work engagement, transformational leadership of nurse managers, and organizational support on proactive work behaviors among nurses. Nurses face many challenges to provide quality nursing care as numbers of patients increase in particular as a result of COVID-19 and human resource shortages worldwide, this includes Myanmar. Proactive work behavior is a critical factor in providing quality nursing care. We collected data from 183 registered nurses in four university-affiliated general hospitals in Myanmar by using stratified random sampling. Instruments included the Utrecht Work Engagement Scale, the Global Transformational Leadership Scale, the Survey of Perceived Organizational Support, and the Proactive Work Behavior Scale. Descriptive statistics and multiple regression were used to analyze data. Findings are reported according to the STROBE checklist. The overall level of proactive work behavior was perceived as moderate. Transformational leadership and work engagement were significant predictors of proactive work behaviors of nurses, explaining 33.0% of the total variance. Findings provide that both transformational leadership and work engagement are significant predictors of proactive work behaviors which are important for improving the quality of patient care and organizational outcomes. Nurse administrators and hospital directors should encourage nurses to voice ideas for improving the standard of work, provide opportunities for generating ideas, support resources for taking charge and preventing problems whilst also supporting the promotion of nurse managers' transformational leadership and nurses' work engagement.

The cross-level effect of team safety-specific transformational leadership on workplace safety behavior: The serial mediating role of team safety climate and team safety motivation

Introduction: Workplace safety not only impairs individual health but also affects economic and social development. Method: Based on social learning theory, collective social learning theory, and expectancy-valence theory, using cluster random sampling method, 630 employees from 66 different work teams out of around 800 employees in a domestic petroleum enterprise were selected to participate in the research. The safety-specific transformational leadership, safety climate, safety motivation and workplace safety behavior scales were used. Data were collected in two stages. SPSS22.0 and Mplus7.0 were used to analyze the data to explore the relationship between team safety-specific transformational leadership and workplace safety behavior, as well as the serial mediating effect of team safety climate and team safety motivation. Results: The results showed that: (a) team safety-specific transformational leadership can positively influence safety compliance and safety participation; (b) team safety climate mediates the relationship between team safety-specific transformational leadership and safety compliance and safety participation; (c) team safety motivation mediates the relationship between team safety-specific transformational leadership and safety compliance and safety participation; and (d) team safety climate and team safety motivation play a serial mediating role between team safety-specific transformational leadership and safety compliance and safety participation. Practical Applications: This research has both theoretical and practical significance.

Team Cohesion in Individual/Team Sports Athletes: Transformational Leadership and the Role of Social norms

Team cohesion is a critical factor in sports, yet few studies have comparatively analyzed individual and team sport athletes in sporting situations. The purpose of this study was to identify the relationship between transformational leadership, social norms, and team cohesion, and to analyze the moderating effects of individual/team sports athletes. In 2022, a total of 196 baseball, judo, soccer, taekwondo, and hockey players registered with the Korean Sport & Olympic Committee completed a questionnaire using transformational leadership, social norms, and team cohesion scales. Transformational leadership had a significant positive effect on social norms and team cohesion. Social norms had a significant positive effect on team cohesion. Transformational leadership and the interaction of individual/team sports athletes had a significant effect on team cohesion. At this time, individual sports athletes appeared to have somewhat higher team cohesion. This study sheds light on the social norms and team cohesion of athletes from a social moral perspective based on transformational leadership theory. It can also help young athletes who are just starting out to learn the culture and sociology of sports.

Transformational leadership and predictors of resilience among registered nurses: a cross-sectional survey in an underserved area

BackgroundHigh resilience increases nurses' ability to cope with job-related stressors and enhances job satisfaction and, consequently, their retention. The study aims to identify resilience predictors and perceptions of transformational leadership in a convenience sample of registered nurses in Lebanon.MethodsAn anonymous cross-sectional survey of a convenience sample of 240 registered nurses working for more than a year at three private hospitals in an underserved area in South Lebanon was used. The survey instrument included demographic questions, the True Resilience Scale ©, and the Global Transformational Leadership Scale. Multiple linear regression was used to assess the predictors of resilience after a descriptive analysis of the study variables.ResultsThe survey response rate was 85%. The nurses' mean resilience score was 119.4 (SD 15.3), and their perception of transformational leadership score was M = 25.0, SD = 6.8. Compared to bedside nurses, nurse managers, nurses with more than five years of experience, and nurses in critical nursing units had statistically significant higher resilience scores (p < 0.05). Resilience scores and perception of global transformational leadership were moderately correlated (r = 0.53, p < 0.05). In the final multiple linear regression model, 30% of the variation in resilience scores was explained by designation (p < 0.05) and perception of Global Transformational Leadership (p < 0.01). Perception of global transformational leadership scores explained 29% of the variance in resilience scores. Designation and perception of global transformational leadership predicted resilience in this sample.ConclusionsA national survey of the Lebanese nursing workforce is needed to achieve an improved predictive model and support policy developments to increase resilience among bedside nurses and retain them in the nursing workforce. Nurse administrators can help by strengthening their transformational leadership behaviors. Consistent use of transformational leadership styles will strengthen bedside nurses' resilience, increase nurse retention, and help sustain the Lebanese nursing workforce.

Effectiveness of Teachers in Relation to Leadership of Principals in Bhutan: A Case of Secondary Schools from Trashigang District

Abstract: The present study has been conducted with the purpose to explore the relationship between occupational self-efficacy of secondary school teachers and transformational leadership behavior of secondary school principals of Trashigang district in Eastern Bhutan. The study was descriptive in nature and constitute the sample of purposively selected 126 secondary school teachers and 12 secondary school principals. Published Ocupational Self-Efficacy Scale (OSES) developed by Sanjyot Pethe, Sushma Chaudhari and Upinder Dhar, (1999), and Transformational Leadership Scale, TLS-Form L-(Leader) Form developed by Dr, Surendra Nath Dubey have been used to collect the data. Investigator has computed percentage analysis, t’ test, One-Way ANOVA &amp; Chi square to test the formulated hypotheses. The findings of the study revealed that occupational self-efficacy do not correlate with transformational leadership and male and female teachers do not differ in their occupational self-efficacy. The high and lower secondary school teachers differ in their levels of occupational self-efficacy. The study also revealed that there exists no significance difference in occupational self-efficacy of teachers with respect to years of experience.

Nurse leaders' work‐related well‐being—Relationships to a superior's transformational leadership style and structural empowerment

To describe how nurse leaders' work-related well-being is related to a superior's transformational leadership style and structural empowerment. The demanding role of nurse leader means that these professionals experience emotional exhaustion and challenges with work-life balance. They can also be influenced by the leadership style of their own superiors. A cross-sectional questionnaire using two internationally validated scales, namely, the Transformational Leadership Scale and Conditions For Work Effectiveness Questionnaire-II, was used. Statistical methods were applied during data analysis. A total of 155 nurse leaders participated completed the questionnaire. The participants' work-related well-being scores ranged from 8 to 10. The participants felt that their superiors employ transformational leadership. The dimension of feedback and rewards received the lowest scores, whereas the nurse leaders reported moderate overall empowerment levels. A nurse leader's work-related well-being was positively correlated with structural empowerment and their superior's leadership style. Despite the fact that nurse leaders reported relatively high levels of work-related well-being, more attention should be paid on the feedback and rewards and on the support of superiors as they positively influence the work-related well-being. Transformational leadership should be supported in organisations and through education as it strengthens work-related well-being and structural empowerment of nurse leaders.

EXAMINING THE RELATIONSHIP BETWEEN TRANSFORMATIONAL LEADERSHIP AND SCHOOLS BEING A LEARNING ORGANIZATION AND TEACHERS' JOB SATISFACTION LEVELS

Bu araştırma ile ortaokullarda çalışan öğretmenlerin, müdürlerinin dönüşümcü liderlik rolleri ile okulların öğrenen örgüt olma ve öğretmenlerin iş tatmini algıları arasındaki ilişkinin belirlenmesi amaçlanmıştır. Araştırma ilişkisel tarama modelinde yapılmıştır. Araştırma evreni, 2019-2020 akademik yılında Erzurum ili Yakutiye ilçesindeki Millî Eğitim Bakanlığı devlet ortaokullarında çalışan öğretmenlerden oluşmaktadır Araştırmanın örneklemini, küme ve basit tesadüfi örnekleme yöntemiyle belirlenen 41 ortaokulda çalışan 411 öğretmen oluşturmaktadır. Araştırmada veri toplama aracı olarak “Dönüşümcü Liderlik Ölçeği”, “Öğrenen Okul Ölçeği” ve “İş tatmini ölçeği” kullanılmıştır. Verilerin istatistiksel çözümlemeleri için frekans, yüzde, ortalama, standart sapma, Pearson Momentler Çarpım korelasyonu ve çoklu doğrusal regresyon analizi kullanılmıştır. Anlamlılık düzeyi. 05 olarak esas alınmıştır. Araştırma sonucunda; öğretmenlerin dönüşümcü liderlik, öğrenen örgüt ve iş tatmini düzeylerine ilişkin algılarının yüksek olduğu; dönüşümcü liderlik (idealleştirilmiş etki, esin kaynağı olma, entelektüel uyarım, bireysel destek sağlama) ile öğrenen örgüt (takım halinde öğrenme, zihni modeller, paylaşılan vizyon, kişisel hakimiyet) ve iş tatmini düzeyleri (içsel doyum ve dışsal doyum) arasında pozitif yönde ve orta düzeyde anlamlı bir ilişki olduğu ayrıca dönüşümcü liderlik ve öğrenen örgütün öğretmenlerin iş tatmini düzeylerini pozitif yönde ve anlamlı düzeyde yordadığı görülmüştür. Bunun yanında; dönüşümcü liderliğin, idealleştirilmiş etki ve entelektüel uyarım boyutları, iş doyumunun içsel doyum boyutunu; idealleştirilmiş etki ve entelektüel uyarım boyutları, iş tatminin içsel doyum boyutunu pozitif yönde anlamlı düzeyde yordamaktadır.

Dönüşümcü liderliğin örgütsel güven üzerindeki etkisi: Havacılık sektöründe bir çalışma

This research focuses on the concept of organizational trust, which stands out in the activities of employees in different business lines of airline companies at airports in Turkey and directly affects expectations such as organizational communication, organizational efficiency, performance, and organizational commitment. In this context, the concept of trust is seen as the belief and expectation of the employee in the promises and actions of the organization. In the research, the relationship between the concept of trust and the transformational leadership skills expected from the responsible managers of the employees, who are effective in the complete and safe execution of the operations at the airports despite the pressure of time and workload, has been taken as the subject. The aim of the study was determined as the effect of transformational leadership on organizational trust. The field of this research consists of employees of 3 different private airline companies, operating at Ankara Esenboğa Airport. In this study, to measure transformational leadership, the method of “Transformational Leadership Scale” developed by Carless et al. was used which had carried out to investigate the effect of transformational leadership behavior on organizational trust [1]. Additionally, to measure organizational trust, the “Organizational Trust Scale” developed by Tokgöz and Seymen by making use of different scale factors with hospital staff, was used [2]. In the study, in which 270 survey data were evaluated, a positive and statistically significant relationship was found between transformational leadership and organizational trust (r=0.642, p

Okul Müdürlerinin Dönüşümcü Liderliği ile Öğretmenlerin Öznel İyi Oluşları Arasındaki İlişki: Korelasyonel Bir Çalışma

Araştırma, okul müdürlerinin dönüşümcü liderliği ile öğretmenlerin öznel iyi oluşları arasındaki ilişkiyi belirlemeyi amaçlamaktadır. Nicel ilişkisel araştırma yöntemi ile gerçekleştirilen bu araştırmaya Ankara ili merkez ilçelerinde bulunan resmi ortaokullarda görev yapan 517 öğretmen katılmıştır. Katılımcıların seçiminde tabakalı örnekleme tekniği kullanılmıştır. Veriler “Dönüşümcü Liderlik Ölçeği” ve “Öğretmen Öznel İyi Oluş Ölçeği” ile elde edilmiştir. Toplanan verilerin analizinde betimsel istatistikler ve çoklu regresyon analizi kullanılmıştır. Araştırma sonucuna göre öğretmenlerin dönüşümcü liderlik algılarının yüksek, ancak öznel iyi oluş algılarının düşük olduğunu görülmüştür. Araştırma sonuçları dönüşümcü liderliğin öğretmenlerin öznel iyi oluşlarının anlamlı bir yordayıcısı olduğunu ve aralarında pozitif yönlü ve düşük düzeyde ilişki olduğunu göstermektedir. Alanyazına katkı sağlaması beklenen bulgular tartışılmış ve bunlara dayalı olarak hem araştırmacılara hem de uygulayıcılara bazı önerilerde bulunulmuştur. Okullarda öğretmenlerin öznel iyi oluşunu artırmaya ve mesleki gelişimlerine katkı sağlamaya yönelik etkinliklerin okulun genel programı içerisinde yer alması, öğretmen ve okul yöneticileri arasında karşılıklı beklenti ve ihtiyaçlara yönelik okul içi ve dışında çeşitli kaynaştırma etkinliklerinin düzenlenmesi önerilerinde bulunulmuştur.