Transformational Leadership Traits Research Articles

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.

TRANSFORMATIONAL LEADERSHIP, TRAITS, AND COMPETENCIES OF NURSING STUDENTS IN THE COMMUNITY HEALTH NURSING

The transformational leadership attributes and leadership traits of nursing students are essential components in their competency development in Community Health Nursing. The study explored the level of transformational leadership and leadership traits of nursing students in relation to their level of competency in Community Health Nursing. The study employed a descriptive-correlational research design. 175 Level Two Bachelor of Science in Nursing (BSN) students were chosen as respondents through purposive sampling. The researcher utilized Mean, Standard Deviation, Frequency, Percentage, and Pearson Product Moment Correlation Coefficient in the data analysis. Results revealed that the nursing students possessed high transformational leadership attributes and skills, leadership traits, and have a fair competency in their Community Health Nursing clinical exposure. Among the six constructs of transformational leadership, only delegation showed a highly influential relationship with competency. Meanwhile, no leadership trait manifested to correlate with nursing students’ competency at present. The study implies that nursing students with high transformational leadership attributes and high leadership traits will be future successful nurse leaders. Moreover, delegation skill is the key to becoming a competent leader and thus it is important to be introduced to nursing students even at their entry into the baccalaureate nursing education. This study also suggests that nursing educators ensure that they provide high-quality undergraduate nursing education, as this is vital in developing transformational leadership skills and improving leadership traits needed to produce competent nursing graduates who are well-equipped to work in the community setting.

Gender and Transformational Leadership of the Nigerian Social Insurance Trust Fund in Bayelsa States, Nigeria

This study investigated the relationship between gender and transformational leadership of the Nigerian Social Insurance Trust Fund in Bayelsa State. The researcher adopted the case study design. The population consisted of 119 employees of the Nigerian Social Insurance Trust Fund in Bayelsa State. A structured questionnaire was used to elicit the data. The Pearson Product Moment Correlation Coefficient was used to test the hypotheses, and the SPSS version 24 software was used. An analysis of the data showed a significant correlation between gender and transformational leadership. The findings indicated that male leaders are more inclined towards intellectual stimulation and idealized influence, whereas female leaders demonstrate a greater propensity for individualistic consideration and inspirational motivation. The study concludes that both male and female leaders have transformational leadership traits and that equal opportunity should be given to them in work organizations to reduce gender inequality and discrimination. The researcher recommends that the management of NSITF should provide equal opportunity for both male and female leaders to reduce gender discrimination. That female leader should be allowed to participate in leadership roles like their male counterparts.

Transformational Leadership: A Comparative Exploration of the Leadership Prowess of Jeff Bezos and Steve Jobs

This exploratory study delves into the intricacies of transformational leadership within the technology sector, drawing insights from the leadership styles of Steve Jobs of Apple and Jeff Bezos of Amazon. The research aimed to understand how transformational leadership traits influence organizational outcomes like innovation, employee motivation, engagement, and overall performance. To achieve this, the study employed a mixed-method approach, incorporating both quantitative and qualitative data collection techniques. Primary data was gathered using a structured questionnaire, which was administered to a purposively sampled group of 567 respondents, all holding leadership or managerial roles in various industries. The questionnaire design integrated both closed-ended and open-ended questions to facilitate a comprehensive analysis. The data analysis involved rigorous regression analysis to quantitatively assess the relationships between specific transformational leadership traits and organizational outcomes. Key findings revealed a strong positive correlation between the level of inspirational motivation demonstrated by leaders and the degree of organizational innovation. Additionally, significant relationships were observed between the extent of individualized consideration by leaders and employee motivation and engagement, as well as between strategic vision and risk-taking by leaders and key organizational performance metrics. Drawing from these insights, the study recommends cultivating a leadership style that emphasizes inspirational motivation, individualized consideration, and strategic risk-taking. This approach is crucial for fostering innovation, enhancing employee motivation and engagement, and improving overall organizational performance in the rapidly evolving technology sector.

Analyzing the Role of Transformational Leadership in Driving Organizational Innovation: An Empirical Study in the Information Technology Industry

This empirical study investigates the role of transformational leadership in propelling organizational innovation within the dynamic landscape of the Information Technology (IT) industry. Recognizing the imperative for organizations to innovate in response to rapid technological advancements, this research delves into the leadership behaviors that stimulate and sustain innovation. The study employs a mixed-methods approach, combining surveys and interviews to gather comprehensive insights. Survey data is collected from a diverse sample of IT industry professionals, assessing their perceptions of leadership styles and organizational innovation. In-depth interviews with organizational leaders provide qualitative perspectives on the mechanisms through which transformational leadership influences innovation. Findings reveal a positive correlation between transformational leadership and organizational innovation in the IT sector. Transformational leaders, characterized by their vision, inspiration, and intellectual stimulation, play a pivotal role in fostering a culture of creativity and adaptability. The study identifies specific leadership behaviors, such as encouraging risk-taking and promoting a shared vision, as critical drivers of innovation. This research contributes to the understanding of leadership dynamics in the context of technological innovation. Practically, it provides insights for organizations seeking to enhance their innovative capabilities by cultivating transformational leadership traits. The study concludes with implications for leadership development programs and suggestions for future research directions in the intersection of leadership and innovation within the IT industry.

COMPARISON OF AUTHENTICITY AND TRANSFORMATIONAL TRAITS BETWEEN NURSING STUDENTS LEVEL 1 TO 4

Background: Today nursing students are the future leader. Based on behavioral theory, leaders are made. So, nursing college is one of the institutions that produce nursing leaders. There are 25 traits of successful leaders that can be learned and practiced in nursing schools. So, it is necessary for nursing schools to evaluate these leadership traits among the students. The study benefits the schools whether to maintain or revise the curriculum related to leadership and management courses.
 Objectives: This study aimed to describe and to compare nursing students’ Authenticity and transformational leadership traits between level 1 to 4.
 Methods: Comparative design was used in this study with the participation of 144 nursing students from level 1-4. Data are collected by using self-authentic and transformation questionnaire. Data are analyzed using SPSS descriptive and comparative analysis.
 Results: There are three Authenticity &Transformational traits that have been practiced as always by level 4 students who have working experience with the highest mean value of 4.0. They are fair, self-directed, and clear in communication & collaboration. There are different mean values of Authenticity &Transformational traits at each level of students. There are significant differences found in several levels.
 Conclusion: Based on the result, there is a big room for improvement in terms of practicing Authenticity &Transformational traits among nursing students. It is necessary for nursing schools to review and revise the leadership and management class instruction and activities in developing Authenticity &Transformational traits to a maximum level.

EFEK CIRI KEPEMIMPINAN TRANSFORMASIONAL, MOTIVASI INSTRINSIK ATAS PRESTASI KERJA PEGAWAI SERTA SIKAP PUAS PADA PEKERJAAN SEBAGAI VARIABEL MEDIASI

A survey was conducted to test and analyze the effects of transformational leadership characteristics and intrinsic A survey was conducted to test and analyze the effects of transformational leadership characteristics and intrinsic motivation on employee work performance and satisfaction as a mediating variable on B.L.U.D employees at RA Kartini Hospital, Jepara Regency. The problem faced by RSUD RA Kartini Jepara Regency is that the Work Performance of B.L.U.D employees has not met the hospital's target. The survey was conducted and used quantitative procedures and analyzed and used SmartPLS 4. The community studied in this survey was all B.L.U.D employees at the R,A Kartini Hospital, Jepara Regency, totaling 410 employees. the sample used was 203 employees and the sample determination in this survey used Non Probability Sampling and the sampling technique was purposive sampling. The results of the analysis show that transformational leadership traits and intrinsic motivation have a positive and significant effect on job satisfaction and employee work performance. Satisfaction with work is able to mediate the effects of transformational leadership characteristics and intrinsic motivation on employee work performance. Following the Adjusted R Square value explains that transformational leadership characteristics, intrinsic motivation and a satisfied attitude at work affect employee work performance by 0.667 or 66.7% and the rest is explained by other variables outside the survey.

Emotional Intelligence and Transformational Leadership Traits Among Licensed Certified Public Accountants Located in the United States

This current research study examined if there is a linear relationship between various Emotional Intelligence traits and Transformational Leadership Traits among a sample of 104 licensed Certified Public Accountants (CPA) located in the United States who are currently not in workplace leadership positions. This research is appropriate for CPA professionals because CPA professionals must evaluate different points of view, conduct an effective analysis of accounting data, and embrace the highest ethical standards as part of their professional duties. Moreover, Transformational Leadership traits (Avolio & Bass 2004) fit nicely within Peter Salovey and John Mayer’s (1990) elements of Emotional Intelligence. Overall, the research study did find evidence for positive linear relationships between the predictor variables of Emotional Intelligence traits of Managing Their Own Self-Relevant Emotions and Managing Others’ Emotions among licensed Certified Public Accountants (CPA) and the dependent variables of Transformational Leadership Traits related to Idealized Attributes, Inspirational Motivation, Intellectual Stimulation, and Individualized Consideration. The researchers recommend that any future professional development among Certified Public Accountants (CPA) who aspire to seek out workplace leadership positions needs to be focused on the cornerstones of Managing Their Own Self-Relevant Emotions and Managing Others’ Emotions.

THE ROLE OF PROACTIVE PERSONALITY IN TRANSFORMATIONAL LEADERSHIP

The importance of the human factor in organizations is increasing by being marginalized with the effect of technology, and managers are expected to show more advanced behavior patterns instead of just doing what their roles require. In this study, the role of proactive personality traits of public institution managers working in Hakkâri on transformational leadership traits was researched. The data gathered in this research were obtained by conducting face-to-face interviews with the managers of the institutions working in Hakkari. Later on the data were analyzed in the qualitative data analysis program. As a result of the analysis, the interviewed corporate executives stated that their proactive personalities mostly manifest themselves in the professional and institutional development dimension; stated that they acted proactively in realizing qualitative or physical change. In addition, it has been determined that corporate managers are a source of inspiration by including their employees in the decision-making process, they are role models for the employees by being in the field, they develop team spirit by emphasizing the concept of us consciousness, they show individualized attention by being sensitive to personal needs, and they display transformational leadership characteristics in the dimensions of encouragement. Finally, it was revealed that the managers of the institutions interviewed generally use the words "we" and "our".

Impact of transformational leadership on employee motivation and performance in supply chain management

The study aimed to investigate transformational leadership’s influences on employee performance and motivation in supply chain management (SCM). Considering the effectiveness of transformational leadership traits in motivating subordinates in every organization, the purpose of the current research was to criticize how transformational leadership facilitates motivating employees in supply chain workplaces. A mixed approach methodology based on qualitative-interpretive and quantitative-positivism research design was chosen to gather data from the participant’s group. A randomly selected sample of 12 top, middle and bottom-level managers from supply chain organisations was chosen as the participants for the qualitative open-ended in-depth interviews and the quantitative survey-based questionnaires. Interview findings were analysed using thematic analysis. On the other side, statistical analysis of the survey findings reported the impacts of transformational leadership on enhanced employee productivity, employee motivation, employee turnover and supply chain management business. The study found that all the transformational leadership characteristics are necessary to motivate alongside improving operational efficiency among the employees in a supply chain workplace. Overall results concluded that with their Intellectual simulation, Idealised Influence, Inspirational Motivation, Individualized consideration, Contingent Reward, and Expectation Management. transformational leaders and managers ensure employees are motivated to pursue agility and overall performance of supply chain management is improved via brand position in the market. In terms of practical implications, the study recommended that SCM organisations need optimized procurement and allocation of resources at different processes to leverage on impacts of transformational leadership.

Do transformational leadership traits influence Indonesian employees' digital maturity?

The digital age has changed the way businesses operate creating uncertainty; therefore, the right kind of leader needs to step in to steer the organization during this digital disruption. The objective of this study is to examine the influence of four (4) transformational leadership traits on Indonesian employees’ digital maturity. Using a quantitative approach, data was collected through online questionnaires spread to 203 IT managers who work in food and beverage, and automotive manufacturing in Indonesia. Descriptive statistics and multiple regression analysis were used to analyze the data. The result of this study shows that idealized influence and inspirational motivation have a positive influence on digital maturity, while individualized consideration and intellectual stimulation have no significant influence on digital maturity despite the latter being perceived as the most important transformational leadership trait to support digital maturity. The study that all four leadership traits have simultaneously influence 44.6% of digital maturity in food and beverage, and automotive manufacturing. Transformative leaders provide the right leadership in transforming the organization to be digitally mature through vision, adaptive culture, and motives for growth and development.

A survey of transformational leadership traits for South African academic libraries in Gauteng province, South Africa

PurposeThe purpose of the paper was to survey transformational leadership traits in three academic libraries in the Gauteng province in South Africa. The three academic libraries were chosen based on the fact that two of the universities were residential research-intensive universities and the third was an academic library of a distance learning university.Design/methodology/approachThe study adopted a quantitative approach with a survey design in three academic libraries in the Gauteng province in South Africa in which a close-ended questionnaire yielded quantitative data. The study included 29 academic staff from the rank of assistant librarian to the director from the three academic libraries, as these are the personnel in leadership positions. To code and analyse, quantitative data from a Likert scale, SPSS version 25 was used. Cronbach's alpha was used to evaluate the instrument's reliability on the five constructs used in this study to determine readiness to adopt a transformational leadership style. The overall level of internal consistency exceeded the theoretical minimum of 70 percent. The Shapiro-Wilk test was used to determine the normality of the data and the p values were greater than 0.05 (p > 0.05). Tables have been used to present descriptive and inferential statistics based on data.FindingsParticipants expressed favourable opinions about academic libraries' ability to learn from the best practices of others in the profession, with mean scores greater than 3.5 on a 5.0 scale. Participants' perceptions of transformative versus traditional management styles yielded a moderate mean score of 3.0, with moderate mean scores ranging from 2.8 to 3.3. The average score for talent identification and succession planning in academic libraries was 3.5. Perceptions of leadership responsibilities had a mean score of 4.1, with attributes on leadership responsibilities scoring at least 3.5. Perceptions of problems for the next generation of leaders in academic libraries were moderate, with a mean score of 3.2 on a scale of 5.0.Research limitations/implicationsOnly three of the seven public university libraries in the Gauteng province in South Africa were surveyed in this study. The sample size was reasonably small for generalizations beyond the South African Gauteng province academic libraries. However, it was felt useful for this particular case. A survey of all 26 South African public universities is required to assess transformational leadership traits in academic libraries.Practical implicationsNext-generation leaders in South African academic libraries are perceived as not being aggressive in terms of team building, coaching and motivating others.Social implicationsIn the wake of COVID-19, new leadership traits such as scenario planning are needed for academic libraries.Originality/valueLeadership studies abound in the library and information studies (LIS) profession and they are not new. However, research on transformational leadership in South African libraries is still in its early stages. As a result, this study fills a gap in the literature on transformative leadership in academic libraries in South Africa.

The female chief communication officer: An exploration into her leadership traits

This study uses leadership theory, specifically leadership styles, to explore the leadership traits female Chief Communication Officers (CCOs) believe they exhibit. A qualitative, phenomenological design is used to conduct in-depth interviews with female CCOs for this exploration. This study found female CCOs believe they exhibit a combination of transactional (managerial) and transformational (relationship-building) leadership traits, as well as leadership traits that are not necessarily associated with either leadership style, such as being a constant learner and having humility. Additionally, these women identify these leadership traits as strengths or areas for improvement, emphasizing their desire to be effective leaders.

From Transformational to Agile Leadership: What Future Skills it Takes to Act as Agile Leaders

Agile leadership is “in vogue” in today’s fast changing and increasingly digitally connected world of work, yet many business leaders struggle to adapt their leadership skills accordingly. Using insights drawn from transformational leadership theory and a case study of the IT subsidiary of Deutsche Bahn, we present a guide for future management skills to create sustainable organizations for a better world. This article argues for the importance of transformational leadership traits, including empowerment, trust, openness, and coaching, in successful agile leadership. Furthermore, affective factors, namely mindfulness and empathy, are important future leadership competencies, especially in a digital work environment. In addition to these specific soft skills derived from transformational leadership theory, managers also need to be equipped with certain hard skills related to technological expertise as well as practical knowledge of agile methods. Finally, the paper addresses the competence to act in network structures as a key success factor for executives and recognize an ongoing paradigm shift from centralized to shared leadership and from the individual to the team perspective.

Recognising the value of volunteers in performing and supporting leadership in rural communities

This paper explores the role of local volunteers in demonstrating transformational and transactional leadership in rural communities. Applying the lens of the Full Range Leadership Model and drawing on data from a case study of volunteers based in rural Western Australia, the nature of volunteer leadership was characterised. This characterisation revealed a mix of transformational and transactional leadership traits were applied across different volunteering activities in rural communities. The role of transformational leaders in introducing new initiatives was highlighted as was the importance of trustworthiness. A perennial concern for rural volunteering organisations is volunteer shortages, particularly in leadership roles. The study revealed that an individual's own perceptions about their transactional leadership capacities can present a barrier to their taking on a volunteering role. The study concludes by recommending that rural volunteer recruitment and retention strategies should focus on supporting volunteers to develop necessary transactional skills.

How to counter organisational inertia to enable knowledge management practices adoption in public sector organisations

Purpose Knowledge management (KM) is associated with higher performance and innovative culture; KM can help the public sector to be fiscally lean and meet diverse stakeholders’ needs. However, hierarchical structures, bureaucratic culture and rigid processes inhibit KM adoption and generate inertia. This study aims to explore the nature and causes of this inertia within the context of the United Arab Emirates (UAE) public sector. Design/methodology/approach Using an in-depth case study of a UAE public sector organisation, this study explores how organisational inertia can be countered to enable KM adoption. Semi-structured interviews are conducted with 17 top- and middle-level managers from operational, management and strategic levels. Interview data is triangulated with content analysis from multiple sources, including the UAE Government and case organisation documents. Findings The results show transformation leadership, external factors and organisational culture mediate the negative effect of inertia on KM practices adoption. We find that information technology plays a key role in enabling knowledge creation, access, adoption and sharing. Furthermore, we uncover a virtuous cycle between organisational culture and KM practices adoption in the public sector. In addition, we develop a new model (the relationship between KM practices, organisational inertia, organisational culture, transformational leadership traits and external factors) and four propositions for empirical testing by future researchers. We also present a cross-case comparison of our results with six private/quasi-private sector cases who have implemented KM practices. Research limitations/implications Qualitative data is collected from a single case study. Originality/value Inertia in a public section is a result of bureaucracy and authority bounded by the rules and regulations. Adopting a qualitative methodology and case study method, the research explores the phenomena of how inertia impacts KM adoption in public sector environments. Our findings reveal the underlying mechanisms of how internal and external organisational factors impact inertia. Internally, supportive organisational culture and transformational leadership traits positively effect KM adoption, which, in turn, has a positive effect on organisational culture to counter organisational inertia. Externally, a progressive national culture, strategy and policy can support a knowledge-based organisation that embraces change. This study develops a new model (interactions between internal and external factors impacting KM practices in the public sector), four propositions and a new two-stage process model for KM adoption in the public sector. We present a case-comparison of how the constructs interact in a public sector as compared to six private/quasi-private sector cases from the literature.

INSTRUCTOR LEADERSHIP IN EFL CLASSROOMS AND THE OUTCOMES: THE EFFECTS OF TRANSFORMATIONAL AND TRANSACTIONAL LEADERSHIP STYLES

In this study, classroom leadership styles of English language instructors were investigated within the Full Range Leadership (FRL) framework with the purpose of determining the relationship between instructors’ leadership styles and the outcomes of leader (the instructor in the classroom context) effectiveness, students’ extra effort and student satisfaction. Classroom Leadership Instrument, a modified version of Multifactor Leadership Questionnaire, was administered to 300 students from English Language Teaching and English Language and Literature Departments at a Turkish state university. Research data were analyzed through inferential statistical tests and the results revealed that transformational leadership and active traits of transactional leadership significantly correlated with all three leadership outcomes. Consequently, the instructors with such leader characteristics appeared to be more effective teachers, whose students felt more satisfied with their teaching and displayed extra effort at a higher extent in the courses.

THE IMPACT OF LEADERSHIP TRAITS ON HUMAN RESOURCE PRACTICES, GENDER AND TRANSFORMATIONAL LEADERSHIP

The purpose lined with this study is to examine the links among the human resource practices along with transformational leadership, gender and leadership traits. The data were collected from the financial institutions of Iraq and analyzed by using the SEM. The results show that positive association among the human resource practices along with transformational leadership, gender and leadership traits. These findings are suitable for the employees of financial institutions along with the policymakers that they should develop the policies related to the practices of human resource that enhance firm performance.

Prácticas de gestión del conocimiento y rasgos de liderazgo transformacional: predicción de la innovación de procesos en la industria de bienes de consumo

Organizations in the current competitive and challenging situation considered organizational process innovation to sustain themselves with competitive advantage and provisioning of high value products to consumers. The current study investigates the role of transformational leadership traits and knowledge management practices on predicting the process innovation in FMCG companies. Data has been collected from the 10 FMCG companies located in major two cities i.e. Lahore and Karachi, Pakistan. Sample of 200 top line managers have been selected by convenience sampling method and adapted itemized questionnaire has been presented to the top management after a brief session of face to face interviews. Response of 170 top line employees has been registered and statistical testing has been done on SPSS 22. Results indicated that the transformational leadership traits has significantly positive impact on process innovation which effectively expedites the production efficiency of manufacturing units. The knowledge management practices such as acquisition, transfer and application has strong and positively significant association with process innovation. The knowledge management practices positively mediates with transformational leadership traits and resultantly lays foundation for continuous process improvement to survive in market. This conceptual model practically helps the production and manufacturing companies to nurture positive change management attitudes, decreasing production time, expanding products range, development of skills needed to advocate and adopt change, employee involvement, commitment and benefits of large scale economy. This study is limited to FMCGs in major cities and can be expanded to services industry and test the conceptual model.

Does Leadership Style Differ between a Post-Disaster and Non-Disaster Response Project? A Study of Three Major Projects in New Zealand

Purpose–The leadership styles of three major infrastructure projects within New Zealand were determined and comparatively analysed to ascertain whether the leadership style employed in a post-disaster recovery project would differ significantly from a normal infrastructure project. A multifactor leadership questionnaire was administered to project leaders and personnel of the three infrastructure projects. The statistically significant differences (p < 0.05) in leadership styles were determined using one-way ANOVA analytical tool in STATISTICA 13. Results showed all three projects have strong transformational and transactional leadership traits. There were similarities in leadership style amongst the projects. None of the projects had a significant laissez-faire leadership style. Hence there is no significant difference in leadership style between a disaster recovery project and a normal project. Plausible reasons and implications are provided to support these findings. This study provides insight into leadership styles employed in projects in New Zealand, which could assist in the decision-making process for new and existing projects. Future studies could investigate the effect a combination of leadership styles will have on project success and staff retention. More studies are required across New Zealand to verify the generalizability of the current study findings.