Transformational Leadership Style Research Articles

The Impact of Transformational Leadership on Employee Creativity and Organizational Innovation: The Moderating Effect to Intrinsic Motivation

Organizational innovation is an important issue for companies to adapt to the changing external environment, improve the competitiveness of the organization, and achieve growth. This study aims to assess the impact of transformational leadership style and employee creativity with organizational innovation, as well as the moderating role of intrinsic motivation. One of the key skills for the growth of contemporary companies is creativity and innovation, which can boost an organization's sense of identity and job satisfaction in addition to providing significant financial advantages. However, it is difficult to maintain innovation and competitive advantage in the quickly evolving business environment of today. Thus, an important area of research in organizational management is how to enhance employee creativity and organizational innovation.

Reviving Organizational Commitment: The Role of Job Satisfaction, Transformational Leadership, and Work-Life Balance

The research's objective is to test the influence of transformational leadership and work-life balance on organizational commitment by adding mediation variables such as job satisfaction. This research uses a quantitative approach with numerical data. This research method involves descriptive surveys and explanatory surveys. The study collected data from approximately 45 teachers at Maitreyawira's private high school. Sampling technique with a saturated sample. The result of this research is that transformational leadership and work-life balance influence organizational commitments. Theoretically, the results of this study confirmed that it was strategically implemented to maintain organizational commitment, and the findings broadened our understanding of the factors affecting organizational communities and job satisfaction. The practical benefits of this research, particularly for an organization operating a full-day school system, include the need to adopt a transformational leadership style and maintain a work-life balance to ensure teacher loyalty.

Knowledge management is no more a gray area in the tourism industry in India – a study on transformation leadership and executive communication

PurposeConsidering the important role of knowledge management in the global growth of world economies, the importance of knowledge management in the tourism industry can hardly be overestimated. Knowledge management, empowering leadership and innovation can open new research prospects for online travel and tourism, thereby increasing organizational capacity. In this context, this study aims to investigate the relationship between knowledge management practices and transformational leadership, along with the mediating role in this relationship of leadership communication. Knowledge management practices are discussed through the lens of managers’/organizational perspectives working in the online travel and tourism industry.Design/methodology/approachUsing a descriptive research method, the data were collected from a total of 174 managers/senior executives working in the online travel and tourism sectors. The proposed conceptual framework was evaluated using structural equation modeling through AMOS 21 and Process Macro (SPSS-Plugin).FindingsThe results revealed a significant increase in the adoption of knowledge management practices in the online travel and tourism sector under transformative leadership. The results also highlighted that effective communication is a vital contributor and significant complementary mediator in the relationship between transformative leadership and knowledge management practices.Practical implicationsThe results of this study suggest that transformational leaders, who are equipped with the “high touch” nature of leadership and the “high tech” aspect of the contemporary workplace, are the best fit to manage online travel and tourism organizations. To have an adequate knowledge management system, knowledge managers should adopt a transformative leadership style and receive comprehensive training in developing leadership abilities such as effective communication competencies.Originality/valueTo the best of the authors’ knowledge, this study is the first to demonstrate that, in emerging online travel and tourism sectors, organizational knowledge can be managed through effective leadership communication.

Leadership Styles and Corporate Social Responsibility: A Case Study of the Construction Industry in Bangkok, Thailand

This study examines the influence of various leadership styles on Corporate Social Responsibility (CSR) within Bangkok's rapidly growing construction industry. The researchers surveyed 859 individuals through site administration from 1,278 construction sites. Utilizing Structural Equation Modeling to analyze data from construction companies, the study found a correlation between transformational and ethical leadership styles and the successful implementation of CSR initiatives. The study emphasizes how vital organizational culture and employee engagement are in strengthening the connection between leadership and corporate social responsibility. The findings underscore the positive impact on employee engagement when leaders involve them in decision-making. By promoting higher engagement, companies can improve their CSR efforts. Transformational leadership significantly impacts positive results by establishing a clear vision that aligns with corporate social responsibility values. Highlighting the significance of ethical leadership, it becomes evident that adhering to moral principles in leadership can significantly contribute to a strong emphasis on CSR. To achieve a crucial outcome, it is advised that construction firms emphasize fostering transformational and ethical qualities in their leadership development programs. In addition, implementing participative strategies can significantly improve corporate social responsibility practices. This research provides a valuable framework for companies seeking to improve their CSR efforts and offers insights for policymakers interested in promoting sustainable development in the industry.

Transformational Leadership Boosts Employee Performance in Indonesia

This study examines the impact of Transformational Leadership Style, Organizational Culture, and Work Climate on Employee Performance at the Community and Village Empowerment Offices in Sidoarjo District. Using a quantitative approach, data were collected from 100 employees through surveys and analyzed with multiple linear regression using SPSS version 25. Results show that all three factors positively influence employee performance, with Organizational Culture being the most significant. This research underscores the importance of enhancing organizational culture to boost employee performance, providing valuable insights for policymakers and practitioners in village empowerment. Highlight: Transformational Leadership: Positively impacts employee performance. Organizational Culture: Most significant factor affecting performance. Quantitative Analysis: Utilized surveys and regression analysis. Keywoard: Transformational Leadership, Organizational Culture, Work Climate, Employee Performance, Village Empowerment

The Influence of Transformational Leadership Style On The Performance of State Civil Apparatus In City Government X

The Influence of Transformational Leadership Style On The Performance of State Civil Apparatus In City Government X

Mediation Roles of Transformational Leadership and Psychological Empowerment on Work-Life Balance and In-role Performance of Vocational Educators in Nigeria

This study is necessitated by the dire need to determine the mechanisms of leadership transformation approaches that explain why 360-degree feedback is effective in helping supervisors and subordinates identify weaknesses and strengths and take positive actions for institutional health, growth, and productivity. The study tested five hypotheses based on survey responses from 754 TVET stakeholders (Deans, HODs, educators, undergraduate and postgraduate students). Data was elicited from the participants usingfour Scales. The reliability of the instruments was determined using the Cronbach alpha technique. Data collected was analysed using descriptive, inferential statistics and hierarchical Multiple Regression method to determine the total, direct and indirect effects of the variables studied. The result indicated that psychological empowerment and work-life balance jointly and significantly mediated the relationship between transformational leadership and the in-role performance (IRP), and also psychologicalempowerment and educators’ IRP. This study contributes to the extant literature that promote supervisors’ transformational leadership styles, vocational educators’ in-role performance, and work-life balance. The practical implications, limitations, and suggestions for future research were discussed.

The Effect of Leadership Style and Organizational Culture in Determining the Employee Performance of Koperasi Syariah During Pandemic Covid-19 at South Cimahi Region

Successful organizations have main characteristics that differentiate them from failed organizations, namely leadership that is dynamic and effective, strong in vision and firm in attitudes and principles, able to anticipate the future of the organization and take opportunities from existing changes so that it can direct the organization to achieve the goal. deliberately. The purpose of this research is to test and analyze the influence of Leadership Style and Organizational Culture on the Employee Performance of Sharia Cooperative (Koperasi Syariah) in South Cimahi Region, both simultaneously and partially. This research is quantitative. The research method used was descriptive and verification to analyze employees of the South Cimahi Region Sharia Cooperative, with a sample of 50 employees. Based on the results of research and discussion, it was found that Leadership Style shows a strong relationship influence on employee performance compared to organizational culture in the medium category. This shows that the better the leadership style, the better the employee's performance. Organizational culture and employee performance will follow. It can be concluded that the transformational leadership style can change the South Cimahi Regional Sharia Cooperative to the concept of struggle. The transformation of the South Cimahi Regional Sharia Cooperative was born from the breakthrough of its leaders who were firm, innovative, and brave.

Peran Kepemimpinan Transformasional dan Literasi Digital terhadap Kompetensi Pedagogis Guru dalam Pengintegrasian Teknologi

The success of improving the quality of educational institutions depends on the involvement of a transformational leadership style and digital literacy skills, which are part of teachers' professional competence in using Information and Communication Technology (ICT). This research aims to measure the influence of perceptions of transformational leadership and digital literacy on teachers' pedagogical competence in integrating technology through the Technological Pedagogical Content Knowledge (TPACK) framework. The method used in this research is quantitative research with a simple and multiple linear regression analysis approach. The respondents were 78 teachers at teaching levels 7-12 in two national schools who completed a digital questionnaire. The results show that transformational leadership influences teacher pedagogical competence, digital literacy influences teacher pedagogical competence, and perceptions of transformational leadership and digital literacy influence teacher pedagogical competence in integrating technology. Based on the TPACK framework, which is used as a link between abilities and skills from pedagogical, content, and technology perspectives, the technology component needs to be improved to increase teacher confidence in integrating technology into learning.

Impact of Work Environment and Transformational Leadership on Employee Performance in Government Institutions: Mediating Role of Job Satisfaction

This research aims to determine how the work environment and transformational leadership style in government agencies influence performance through job satisfaction. This research used quantitative methods; out of 114 civil servants, 89 people filled out the survey based on Slovin's calculations against Umar. The survey was then conducted via Google Forms using proportional stratified random sampling to select the sample. The data were analyzed using the structural equation modeling (SEM) approach with the partial least squares (PLS) method. According to research, the work environment and transformational leadership improve employee performance, with or without the mediating influence of job satisfaction. It can be seen from the test results that the work environment influences the level of job satisfaction (p < 0.05, t > 3.005), transformational leadership influences job satisfaction (p < 0.001, t > 3.224), the work environment influences employee performance (p < 0.017, t > 2.386), and transformational leadership influences employee performance (p < 0.000, t > 18.026). A supportive work environment, transformational leadership, and employee performance are positively related to job satisfaction, mediating these three aspects, as seen from job satisfaction mediating the relationship between the work environment and employee performance (p < 0.000, t > 4.603). Also, job satisfaction mediates the relationship between transformational leadership and employee performance (p < 0.003, t > 2.922). This shows that job satisfaction mediates the relationship between the company's work environment, transformational leadership, and employee performance. We expect future research to expand our examination to include other public and private sector factors influencing employee performance and job satisfaction.

Explaining transformational leadership in the digital age: The example of Facebook group leaders

The prominence of digital leadership in social networks has established this role as a crucial area of investigation, particularly because these networks serve as key sources of information, decision-making, and support for countless individuals. Consequently, the actions of digital leaders have far-reaching implications for millions of people's lives. This study investigates the phenomenon of digital leadership within social networks, focusing specifically on the case of Facebook group leaders. One hundred eighty-one Facebook group leaders participated in an online survey assessing their overall Transformational Leadership scores and leadership styles. The findings reveal that the leaders primarily employed an authority-based style while exhibiting Idealized Influence (Behavior) style the least frequently. Furthermore, several factors, such as interpersonal skills and digital literacy, were found to be highly significant in determining leadership styles. In contrast, variables such as information literacy, gender, age, education level, group size, and group-related income played a negligible role, if any, in shaping leadership styles. The research findings have implications for leaders in digital spaces and can be applied to enhance leadership skills and create better groups for members in both the business and private sectors.

Analysis of the Influence of Organizational Culture, Transformational Leadership Style, and Career Development on Employee Performance with Job Satisfaction as an Intervening Variable at the Depok City Kpu Office in 2023

The researcher took the title Analysis of the Influence of Organizational Culture, Transformational Leadership Style, and Career Development on Employee Performance with Job Satisfaction as an Intervening Variable at the Depok City KPU Office in 2023. The sample size was 150 respondents. The analysis method used is quantitative using SmartPLS. The results showed 1) Organizational Culture, Transformational Leadership Style and Career Development have a positive and significant effect on Job Satisfaction; 2) Organizational Culture and Career Development have a positive and insignificant effect on Employee Performance; 3) Transformational Leadership Style and Job Satisfaction have a positive and significant effect on Employee Performance; 4) Job Satisfaction successfully mediates positively and significantly the influence of Organizational Culture, Transformational Leadership Style and Career Development on Employee Performance.

Pengaruh Gaya Kepemimpinan Transformasional, Lingkungan Kerja Dan Motivasi Kerja Terhadap Kinerja Karyawan (Studi Pada PT. Central Cipta Abadi)

The purpose of this research is to find out how the employees of PT. Central Cipta Abadi in Cilegon City in relation to the work environment, motivation and transformational leadership style. Quantitative research methodology was applied. This research used 93 respondents as samples and populations. A technique known as non-probability sampling (saturated sample), to collect data based on questionnaires with measurements using an interval scale. SmartPLS 3.0 analysis tool, which consists of exterior and inner model tests as well as instrument tests. Based on data calculations carried out with SmartPLS 3.0, the following conclusions can be drawn: (1) The work environment has a positive and significant effect on employee performance; (2) There is no significant effect of transformative leadership style on employee performance; (3) Employee performance is positively influenced by work motivation and is significant in this case.

Leadership Features of Business Leaders

Leadership can be considered as one of the most important topics in human sciences, as it answers the fundamental question of how to organize collective effort. Simultaneously, it poses a key component of organizational effectiveness. This article seeks to identify a common pattern of leadership features among a group of selected founders or CEOs of ground-breaking companies. To do so, an online survey has been conducted in the UK with N = 300 respondents. The results show that the selected leaders can be associated with both transformational and democratic leadership styles. In addition, their pattern of leadership features includes influence, power, and emotional intelligence. Lastly, the findings imply that using power and influence to get things done along with an inspiring confidence are perceived in general as outstanding leadership features.

Transforming Challenges to Victories: An Inquiry on Transformational Leadership of School Leaders in the Public Elementary Schools

This study narrated the lived experiences of school heads in public elementary schools on transformational leadership. This employed qualitative phenomenological research. Ten transformational school leaders as participants, provided rich narratives that coalesced around three primary themes: fostering shared vision, setting high expectations and motivation, and innovative teaching practices. Alongside, coping strategies for the challenges associated with transformational leadership revealed three major themes: individualized support, collaboration and team building, and continuous professional development. Furthermore, the study identified two overarching learning insights derived from school heads' lived experiences: the need of emotional and mental well-being support. The Department of Education officials are urged to leverage the study's findings to refine its leadership programs and cultivate a leadership culture that aligns with contemporary educational needs and aspirations. Teachers, in turn, should understand the impact of transformative leadership style, be inspired with this approach, and appreciate that this could contribute to their growth, job satisfaction, and adaptability. Finally, school leaders must embrace transformational leadership approach. This approach not only fosters a positive and dynamic work culture but also contributes to improved teacher performance, student achievement, and overall educational success within the school community.

Leadership Styles Transform Productivity through Organizational Culture in Indonesia

This study explores the impact of transformational and transactional leadership styles on employee productivity through organizational culture at IKM Culinary Kebab. Using a sample of 68 employees and statistical analysis via SPSS 20, the research found that transformational leadership directly enhances productivity, while its influence on organizational culture is insignificant. Conversely, transactional leadership significantly shapes organizational culture but does not directly affect productivity. Both leadership styles indirectly boost productivity through a strong organizational culture. These insights highlight the importance of fostering an effective organizational culture to maximize the benefits of different leadership styles in small-scale culinary businesses. Highlights: 1. Transformational leadership directly enhances employee productivity.2. Transactional leadership significantly influences organizational culture.3. Organizational culture mediates leadership styles' impact on productivity. Keywords: Transformational leadership, Transactional leadership, Employee productivity, Organizational culture, IKM Culinary Kebab

How transformational leadership shapes employee task performance? A sequential mediation model

PurposeThe purpose of this study was to analyze, through a sequential model, the underlying mechanisms connecting transformational leadership with employee task performance. Specifically, it examined the causal chain of transformational leadership-job characteristics (task variety and task significance)-job engagement-task performance.Design/methodology/approachThe hypotheses were tested on a sample of 320 employees and their supervisors from Spanish young technology and knowledge-intensive small and medium-sized enterprises (SMEs) using structural equations.FindingsThe results show that the effect of transformational leadership on task performance (assessed by supervisors) occurs sequentially via task significance and job engagement. Additionally, job engagement mediates the relationship between task variety and task performance.Practical implicationsFindings highlight the relevance for supervisors to employ a transformational leadership style that leads employees directly and indirectly, through task significance, to be more engaged and achieve higher task performance. They also emphasize the importance of proper job design that allows employees to be fully invested in their job performance.Originality/valueDespite the importance of leadership and employee performance for the survival and growth of these firms, the study of these relationships is largely unexplored. This study proposes and tests a serial model in which supervisor transformational leadership is linked to employee task performance through two sequential mediators: job characteristics (task variety and task significance) and job engagement.

The Influence of Transformational Leadership Style, Work Commitment, and Organizational Citizenship Behavior (OCB) on Teacher Performance Through Job Satisfaction as an Intervening Variable

This research aims to examine and analyze the influence of transformational leadership, work commitment, organizational citizenship behavior (OCB), on teacher performance through job satisfaction as an intervening variable in the Maria Fatima Jember Elementary School education unit. The variables in this research are Transformational Leadership, Work Commitment, Organizational Citizenship Behavior (OCB), Teacher Job Satisfaction and Teacher Performance. The population and sample in this research were all teachers at SDK Maria Fatima Jember, East Java, totaling 60 teachers and the sample in this research was 60 teachers. The number of samples is the same as the population because the number is less than 100. The data collection method uses a questionnaire. Data analysis in research uses the SEM-PLS method using SmartPLS software. The research results show that there is a significant influence between Transformational Leadership, Organizational Citizenship Behavior (OCB) and job satisfaction on Teacher Performance. Meanwhile, work commitment has no effect on teacher performance. And job satisfaction is able to mediate transformational leadership, work commitment, Organizational Citizenship Behavior.

Effects of Length of Employment and Head Nurse Leadership Style on the Clinical Competency of Staff Nurses in Taiwan.

High-quality patient care requires nurses with strong clinical competency. Thus, it is essential to examine the factors associated with clinical competency. This study was designed to (a) investigate head nurse leadership, staff nurse demographics, and clinical competency; (b) examine the impact of demographics on the clinical competency of staff nurses; (c) analyze the correlation between head nurse leadership and staff nurse clinical competency; and (d) examine the effects of demographics on clinical competency after controlling for the head nurse leadership. A cluster sampling method was used to collect data from 200 staff nurses at a national medical center in Taiwan. Questionnaires were used to gather information on head nurse leadership style and staff nurse clinical competency. Descriptive and inferential statistical analyses were conducted, including Mann-Whitney U test, Kruskal-Wallis test, Spearman's rank correlation coefficient, and multivariate analysis of covariance. The average score for transformational leadership style among the head nurses was 2.89, whereas transactional leadership style scored an average of 2.49. The average scores for the components of clinical competency, listed from highest to lowest, were as follows: patient care (3.35), professionalism (3.28), communication skills (3.18), management (2.84), and knowledge (2.73). In addition, statistically significant differences were found in clinical competency based on demographic factors, including age, marital status, educational level, job title, and length of employment. Also, a statistically significant, positive correlation between the head nurse transformational leadership style and nurse clinical competency was found. The main effect of length of employment on the five competency components was statistically significant after controlling for transformational leadership. Furthermore, post hoc analysis of covariance revealed a significant effect of length of employment on patient care, knowledge, communication skills, and management. The findings of this study indicate transformational leadership and employment length impact the clinical competency of staff nurses, particularly in terms of patient care, communication skills, management, and knowledge. Providing education and training in leadership and management to current and prospective head nurses may be expected to enhance clinical competency in staff nurses and create a more nurturing work environment. Moreover, targeted training may help current head nurses gain insight into their leadership styles and acquire skills to promote transformational leadership. In addition, leadership development may help equip prospective head nurses with critical competencies before assuming leadership responsibilities.

Navigating the storm: Transformational leadership in engaging on robust crisis response planning

AbstractThis study explores the impact of transformational leadership style on hurricane crisis response planning in the coastal destinations of Florida, Georgia and South Carolina. Using the Perceived Transformational Leadership Scale (PTLS) proposed by Donmez and Toker, alongside demographic variables, employment profiles and past crisis experiences, the study investigates how leaders' innate leadership characteristics influence crisis response adoption. Results indicate that transformational leadership significantly predicts engagement in crisis response planning, surpassing other predictors such as employment profile and experience. The study also validates the PTLS's usability across different contexts and its ability to predict varied behaviours beyond job satisfaction. Additionally, it underscores the importance of considering transformational leadership traits in managerial recruitment for risk management roles. The findings theoretically contribute by reinforcing the independence of transformational leadership scale items and informing recruitment processes and decision‐making in hurricane‐prone coastal regions.