Transformational Leadership Variables Research Articles

Transformational Leadership and Employees’ Commitment: Evidence from Selected SACCOs in Kilimanjaro Region, Tanzania

It has long been demonstrated that followers of transformative leaders perform better than average, but it is unknown why this happens. However, the reasoning behind why this process occurs is unclear. The main aim of this study was to establish the influence transformational leadership on employee commitment among selected SACCOS in Kilimanjaro region. Specifically, the study pursued the following objectives; establish the influence of idealized influence, inspirational motivation, individualized consideration and intellectual stimulation on employee commitment among selected SACCOS in Kilimanjaro region in Tanzania. The study adopted explanatory research design using both qualitative and qualitative research technique. Both primary and secondary data were collected whereas questionnaire was used to collect primary data from employees of the four selected SACCOS in Kilimanjaro region. Study population comprised of all employees in function level team and SACCOS board members. Purposive sampling was used to sample 102 employees whereas the collected data were analyzed both descriptively and inferentially. The results found that, there is a positive significant relationship between transformational leadership and employee commitment of selected SACCOS in Kilimanjaro region. Moreover, the results concluded that, compared with other variables, idealized influence had a significant positive relationship on employee commitment in the selected SACCOS. Further, the study rejected all null hypotheses and concludes that all transformational leadership variables had a statistical significant relationship with employee commitment. Based on the above conclusion, the study recommends that, SACCOS management should embrace every facet of transformational leadership across all domains of work as a fundamental style that will be crucial to the success of their business. This research contributes to the area of literature of transformational leadership and their influence on employee job commitment.

The influence of transformational leadership, organizational culture, and employee engagement on turnover intention

<p>A high desire to stop is a sign of a fundamental problem in a company. For the desire to quit employees to decrease, the company needs to consider some elements that impact the intention to quit. This study analysed the influence of transformational leadership, organizational culture, and employee engagement on turnover intention: job satisfaction as an intervening in a hospital. The samples included were 221 employees using the saturated sampling method. Questionnaires are used to collect data. SEMPLS is used as an analysis tool. According to the findings of this study, the variables transformational leadership, organizational culture, employee engagement, and job satisfaction significantly influence turnover intention. The theoretical insight provided by this study is the assumption that transformational leadership, organizational culture, employee engagement and job satisfaction can reduce turnover intention. For further research, it is suggested to examine other hospital that face the same problem which may produce different findings; conduct research on relatively similar objects, such as leasing which also faces the same problem, and add the concept of transformational leadership, organizational culture, and employee engagement, turnover intention, job satisfaction and others for further research.</p>

دور القيادة التحويلية في تعزيز الالتزام والولاء للموظفين في القطاع الخاص في محافظة الرياض

This study aims to explore the role of transformational leadership in enhancing commitment and loyalty among employees in the private sector in Riyadh Province. Transformational leadership is considered a style of leadership that relies on building strong and sustainable relationships between leaders and followers, encouraging participation in decision-making, and fostering innovation and creativity. Riyadh Province, with its diverse array of companies and institutions across various sectors, provides an ideal environment for investigating this topic. The research methodology includes a review of literature related to transformational leadership and its impact on employee commitment and loyalty, as well as data collection through surveys distributed to a random group of employees in several private companies in Riyadh Province. The data were analyzed using advanced statistical methods to understand the relationship between transformational leadership variables and the level of commitment and loyalty among employees. The results of the study indicate that transformational leadership plays a crucial role in enhancing employee commitment and loyalty in the private sector in Riyadh Province. The study also shows that key factors contributing to the success of implementing transformational leadership include supportive organizational culture and strong managerial direction. Based on these findings, the study provides practical recommendations for leaders and managers in the private sector in Riyadh Province on how to enhance transformational leadership and use it effectively to achieve organizational goals and enhance employee satisfaction and loyalty. Thus, the study contributes to a deeper understanding of the role of transformational leadership in improving performance and enhancing commitment and loyalty among employees in the private sector in Riyadh Province, and provides a practical framework for achieving this in the current work environment.

The Influence Of Transformational Leadership Intrinsic Motivation and Work Discipline On Employee Perfomance

The Influence Of Transformational Leadership Intrinsic Motivation and Work Discipline On Employee Perfomance

Rejuvenation of the Training Model and Transformational Leadership in Improving Service Quality at Government Banks

Improving service quality here includes improving customer experience in using banking services that are easy, fast and safe, such as improving the quality of mobile banking, branch services, and other digital products. This study aims to analyze the factors that influence service quality at PT Bank Mandiri in the Jakarta Pondok Kelapa Area. The population of this study were frontliner employees of PT Bank Mandiri in the Jakarta Pondok Kelapa Area with a sample size of 72 employees. The data analysis method uses Structural Equation Model-Partial Least Square (SEM-PLS). The results found that training has a positive and insignificant effect on service quality. Transformational Leadership has a positive and insignificant effect on service quality. Training has a positive and insignificant effect on Job Satisfaction. Transformational Leadership has a positive and significant effect on Job Satisfaction. Job Satisfaction has a positive and significant effect on service quality. Job Satisfaction is not able to mediate between training variables and service quality. Job Satisfaction is able to mediate between Transformational Leadership variables and service quality. Finding, leaders are unable to be role models in providing support to the organization to achieve performance goals, including in encouraging service quality.

The Effect of Compensation, Transformational Leadership, and Work Environment on the Performance of Ojju K-Food Restaurant Employees Jakarta

This study aims to determine and analyze the effect of Compensation, Transformational Leadership and Work Environment on Employee Performance at Ojju K-Food Restaurant Jakarta. The data of this study used primary data in the form of a questionnaire to 102 employees of the Ojju K-Food Restaurant Jakarta. Data analysis techniques using multiple linear regression analysis and using the SPSS program. The results of this study indicate that there is an effect of compensation (X1) on employee performance (Y) of 0.332 and has an effect of 33.2%. Then the variable Transformational Leadership (X2) on Employee Performance (Y) is 0.134 and has an influence of 13.4%. Likewise for the variable Work Environment variable (X3) on Employee Performance (Y) of 0.403 and has an effect of 40.3%. Then to partially or simultaneously have a strong influence among the three variables, the most significant is the Work Environment variable of 0.000. The results of this study expect the company to be able to improve the work environment so as to help improve employee performance.
 

The Influence Of Transformational Leadership, Extrinsic Work Motivation And Work Discipline On Employee Performance Agricultural Extension And Human Resource Development Agency (Bppsdmp) Ministry Of Agriculture

This research is used to determine whether there is transformational leadership, work extrinsic motivation and work discipline on the performance of BPPSDMP employees of the Ministry of Agriculture. By paying attention to the level of control of human resources (HR), an agency is expected to make a major contribution in improving employee performance. This view also uses primary data. The data collection technique used was to use a questionnaire received by distributing questionnaires via google form to 104 employees at the Ministry of Agriculture's BPPSDMP. The information analysis approach used in this review is multiple linear regression evaluation, which is operated through the SPSS 23 application. Based on the results of this study, it shows that the variables of transformational leadership, work extrinsic motivation and work discipline have a significant effect on employee performance. That partially transformational leadership variables have a significant effect on employee performance. That the extrinsic work motivation variable has a dominant effect on employee performance. And the work discipline variable has a significant positive effect on the performance of BPPSDMP employees at the Ministry of Agriculture.

The Influence Of Transformational Leadership Style, Compensation, And Working Environment Employee Loyalty At Pt Pradipta Bhumi Construction

This research aims to test whether transformational leadership style, compensation and work environment influence employee loyalty at PT. Pradipta Bhumi Construction. This research took samples from employees of PT. Pradipta Bhumi Construction. The sampling method is nonprobability sampling with a purposive sampling method. Data collection was carried out using a questionnaire distributed directly to employees at PT. Pradipta Bhumi Construction. The number of questionnaires processed was 50 questionnaires obtained from PT employees. Pradipta Bhumi Construction. This research data was analyzed using multiple linear regression analysis and this processing was carried out using the SPSS version 26 application. The results of this research show that all independent variables can partially or simultaneously influence the dependent variable. The variables Transformational Leadership Style, Compensation, and Work Environment, individually or jointly, influence employee loyalty.

Efek Moderasi Manajemen Perubahan Dalam Pengaruh Kepemimpinan Transformasional Terhadap Budaya Organisasi

Background - Educational institutions, such as schools and universities, have a strategic role in shaping the character, intellectual abilities and skills of students to face future challenges. However, educational institutions also have to face complex challenges, such as social, technological and environmental changes that continue to develop. Therefore, educational institutions need to have an adaptive and innovative organizational culture. In this article, we will discuss the concept of organizational culture and its important role in creating a conducive work environment, as well as the factors that influence organizational culture in educational institutions. Aim - The purpose of this study was to examine the influence of transformational leadership on the dimensions of Dennison's organizational culture, namely work relations, employee involvement and satisfaction and change management as moderating variables and carried out at the Bina Insan Bangkalan Foundation as a research object. Desaign/ methodology/ approach - This research was conducted using a quantitative approach, which is a study that aims to test theory and examine causal relationships on research objects at the Bina Insan Foundation Educational Institution, so that it can produce a general conclusion. Research using a quantitative approach emphasizes data consisting of numbers, and can be analyzed. using statistical procedures with the SMART PLS data processing application system. Results and Discussion - Transformative leadership is still considered to be one of the most important things for the continuity of good performance and organizational culture at the Bina Insan Bangkalan Foundation. this is shown based on research results, how leadership influences significantly and positively towards the creation of a good Organizational Culture dimension, which includes employee involvement, employee satisfaction, and work relations. a leader who is considered good and able to accommodate the existing system at the Bina Insan Bangkalan Foundation is still the main axis for carrying out all existing activities. In addition, it is also based on research results that change which is a control variable actually weakens the relationship between transformational leadership and organizational culture that has been built. This means that for the current period, the Bina Insan Foundation still has not accepted any structured changes. Conclussion - The results showed that transformational leadership had a positive and significant effect on the Denison dimensions of Organizational Culture (change management, employee satisfaction, and involvement. However, change management weakened the relationship between transformational leadership variables on the Denison dimensions of organizational culture at the Bina Insan Bangkalan Foundation. Research Implication – This research can provide an overview of the independent variables from the Denison dimensions of organizational culture, one of which is transformational leadership and change management.

The Influence of Principal Transformation on Junior High School Teachers' Performance and Job Satisfaction

Internal and external factors influence the low performance of junior high school teachers. Private junior high school (SMP) teachers in Banjarbaru are strongly influenced by transformational leadership, work motivation, and job satisfaction, so improving teacher performance by identifying the problems they face and finding alternative solutions is necessary. The research was conducted to analyze the direct and indirect influence of the principal's transformational leadership and work motivation on performance through job satisfaction of private junior high school teachers in Banjarbaru City. The research design used in this research is descriptive, using a path analysis model (part analysis) to analyze the pattern of influence between variables. The research population was 266 teachers from 14 private junior high schools in Banjarbaru City. Moreover, 160 respondents were taken as research samples using the Probability Simple Random Sampling technique. Data collection uses questionnaire instruments, and data analysis uses descriptive analysis, classical assumption testing, hypothesis testing, and path analysis. The results of the data analysis obtained show that the regression coefficient value of the transformational leadership variable of the principal and teacher performance is 0.396, the variable job satisfaction and teacher performance is 0.365, the variable work motivation and teacher performance is 0.226, the variable principal transformational leadership and job satisfaction is 0.605, the variable work motivation and job satisfaction is 0.290, the variable transformational leadership with performance through job satisfaction is 0.137 and the variable work motivation and performance through job satisfaction is 0.073. The research results show that the level of transformational leadership of school principals, the level of job satisfaction, and the level of teacher performance in junior high schools in the city of Banjarbaru are in the medium category, while the level of work motivation is in the high category. There is a partial direct relationship between the transformational leadership of school principals, work motivation, job satisfaction, and teacher performance in private junior high schools in Banjarbaru. There is an indirect relationship between transformational leadership, work motivation, and performance through job satisfaction in private junior high schools throughout Banjarbaru City, so there is a need to increase the variables of transformational leadership, work motivation, job satisfaction, and teacher performance.

Transformational Leadership and Employees’ Job satisfaction in the Educational sector of Nepal

This paper aims to analyze the relationship between transformational leadership variables and employees’ job satisfaction in the educational sector of Nepal. Transformational leadership is grounded in moral foundations that are based on four components: Idealized influence, Inspirational motivation, Intellectual stimulation and Individualized consideration. The research uses Multifactor Leadership Questionnaire (MLQ form 5X) for measuring Transformational leadership style whereas Minnesota Satisfaction Questionnaire (MSQ) is used to measure the level of job satisfaction among 200 teachers and faculties from educational institutions. The study investigates transformational leadership and job satisfaction by means of descriptive and analytical research methodology. Transformational leadership behavior must be considered by the educational leaders to insure the employees’ job satisfaction which leads to increment of effectiveness, efficiency and performance of the employees.

Pengaruh Kepemimpinan Transformasional, Motivasi Kerja, dan Budaya Kerja Terhadap Kinerja Guru SMP Negeri

Education is a human effort to develop their knowledge through the formation of attitudes, values and behavior. Teachers play an important role in the educational process and their performance is very important to create quality students. Because various factors, including work culture, workplace motivation, and transformational leadership, influence teacher effectiveness. Consequently, the aim of this study was to determine whether these factors significantly influence teacher performance. This research was conducted using quantitative methods at State Middle Schools in Tegal City. This research involved most of the state junior high school teachers in Tegal City, with 130 teachers as the target sample. Smart PLS (Partial Least Square) software is the data analysis technique that will be used. The research results show that the transformational leadership variable does not significantly influence teacher performance. On the other hand, work motivation and work culture variables influence teacher performance significantly.

Work Attachment and Performance of Certain Functional Officers in Organizational Transition: Transformational Leadership as Moderation

The purpose of this study is to analyze the effect of work attachment and transformational leadership on the performance of certain functional officials during the organizational transition period and to identify the variables that most influence the performance of certain applicable officials during organizational transition. The data analysis used in this study is SEM with a Partial Least Square (PLS) approach. The SEM-PLS method was used to estimate the effect of work attachment and transformational leadership variables on performance. This study was conducted using a purposive sampling method on 51 samples of certain functional officials at the Center for Marine and Fisheries Socioeconomic Research. The results of the SEM-PLS test showed that work stickiness did not have a significant positive effect on the performance of functional officials. Work attachment has a significant positive impact on transformational leadership. Transformational leadership has a significant positive effect on the performance of available officials.

The Effect of Digital Leadership and Transformational Leadership on Employee Performance

Human resources are the most meaningful aspect because they are the main foundation for the success of a company, the Company needs a qualified, competitive and superior workforce to achieve its goals. Performance is very important for management to evaluate performance in achieving company goals and planning for the future. This study aims to determine how much influence digital leadership and transformational leadership have on employee performance. The type of research used is quantitative research and uses random sampling. The population in this study was 140 employees with a sample of 100 employees. The data analysis method in this study uses the Smartpls software application with various tests carried out, including the R Square test and Path Coefficient. Based on the results of the r suare test and path coefficient, it can be said that the digital leadership variable has a positive influence on the performance of PT Denso Manufacturing Indonesia employees, the transformational leadership variable has a positive influence on the performance of PT Denso Manufacturing Indonesia employees.

Pengaruh Transformational Leadership, Kepuasan Kerja dan Motivasi Kerja terhadap Kinerja Guru PKBM XYZ dari Sudut Pandang Kristen

A teacher's performance can influence the quality of student learning at school. This is because teachers have an important role in the world of education. His words and behavior will be an example for the students he teaches. Students can feel that teachers do not give their best in preparing learning materials, complain easily, or are unable to work together with leaders. There are many factors that can influence teacher performance, namely type of leadership, job satisfaction, and work motivation. Research was conducted to determine whether there is a positive influence between transformational leadership, job satisfaction, and work motivation on teacher performance at PKBM XYZ. This research is quantitative research with 35 respondents using path analysis. The results of this research indicate that (1) transformational leadership has a positive effect on teacher performance, (2) there is little evidence that job satisfaction has a positive effect on teacher performance, (3) work motivation has a positive effect on teacher performance. The teacher performance variable can be explained by the variables transformational leadership, job satisfaction and work motivation by 21%.

PENGARUH GAYA KEPEMIMPINAN TRANSFORMASIONAL, KECERDASAN EMOSIONAL DAN KOMITMEN ORGANISASI TERHADAP KINERJA KARYAWAN DENGAN KEPUASAN KERJA SEBAGAI VARIABEL MEDIASI

This study aims to examine and analyze the influence of the variables Transformational Leadership Style, Emotional Intelligence, Organizational Commitment on Employee Performance mediated by Job Satisfaction. Case study on the DIY Regional Disaster Management Agency (BPBD). The population in this study amounted to 45 people. The sampling technique used the saturated or census sampling method, totaling 45 people. This research method uses descriptive analysis by evaluating the measurement model (out model), structural model (inner model) and the results of hypothesis testing test the hypothesis directly output images and values ​​contained in the output path coefficients. Data processing uses smartPLS (v.3.2.9). The results of this study indicate that transformational leadership style and emotional intelligence have no significant effect on employee performance, because the value is less than 1,960, while the organizational mindset and job satisfaction have a significant effect on employee performance with a value of more than 1,960. The variables of transformational leadership style, emotional intelligence and organizational trust in employee performance which are mediated by job satisfaction are both significantly affected with a value of more than 1,960. The head of the Yogyakarta Regional Disaster Management Agency (BPBD) office needs to provide motivation to employees so that the company's vision and mission are achieved. Employees need to pay attention to emotional intelligence variables with indicators such as self-awareness, self-management, self-motivation, empathy and social skills (relationship management).

PENGARUH KEPEMIMPINAN TRANSFORMASIONAL KEPALA SEKOLAH DAN KEPRIBADIAN GURU TERHADAP MOTIVASI BELAJAR SERTA IMPLIKASINYA PADA PRESTASI BELAJAR SISWA SMA NEGERI 1 PEUSANGAN KABUPATEN BIREUEN

The purpose of this study was to analyze the effect of the transformational leadership of the school principal and the teacher's personality on student motivation and its implications for student achievement. Research on students of SMA Negeri 1 Peusangan, Bireuen Regency. Using associative quantitative methods with path analysis tools. The results of the study prove: 1) There is a causal relationship between the principal's transformational leadership variables and the teacher's personality. 2) There is a direct and indirect effect of the principal's transformational leadership on student learning motivation of 38.52%. 3) There is a direct and indirect effect of the teacher's personality on student learning motivation of 22.96%. 4) The contribution of the principal's transformational leadership factor and teacher's personality to student learning motivation is 62,1%. 5) There is an influence of learning motivation on student achievement of 41.7%. 6) There is a direct and indirect effect of the principal's transformational leadership on student achievement of 20.66%. 7) There is a direct and indirect influence of the teacher's personality on student achievement of 42.17%. 8) Simultaneously the contribution of the transformational leadership of the principal and teacher's personality to the learning achievement of SMA Negeri 1 Peusangan, Bireuen Regency is 60,2%.

THE EFFECT OF LEADERSHIP STYLE, EMPLOYEE EFFECTIVENESS, SUPERVISOR SUPPORT ON EMPLOYEE PRODUCTIVITY, EMPLOYEE SATISFACTION DIMENSION AT PT. JAYA CONSTRUCTIO

The problem in this study is whether the Transformational Leadership Style and Job Satisfaction have a positive and significant influence and which variable has the dominant influence on Employee Productivity at Pt. Jaya contruction. To answer these problems, descriptive analysis methods are used, quantitative analysis with multiple regression analysis tools. From the results of the statistical test analysis, it shows that the Transformational Leadership Style has a positive and significant effect on Nurse Performance while job satisfaction has no effect and is not significant on Nurse performance at Pt. Jaya construction. The first hypothesis proposed is proven while the second hypothesis is not proven. From the results of the regression coefficient, it can be seen that the variable that has a more dominant effect on employee performance is the Influence of Transformational Leadership Style, namely that the third hypothesis proposed is proven. The results of regression testing show that the variable Transformational Leadership Style has a positive and significant effect on Nurse employee productivity while the variable Job Satisfaction does not have a positive and significant effect on Nurse Performance, while the dominant variable that influences Nurse Performance is Transformational Leadership Style

Improving SMEs Innovative Work Behavior: How the Role of Transformational Leadership and Knowledge Sharing in the Digital Era

Purpose: There has been no previous research on innovative work behavior in SMEs, the variables of Transformational Leadership and Knowledge Sharing. This study aims to analyze Knowledge sharing on innovative work behavior and Transformational Leadership on innovative work behavior in SMEs
 
 Design/methodology/approach: This research uses quantitative research methods. The dimensions of transformational leadership are ideal influence, inspirational motivation, intellectual stimulation, and individual consideration. The dimensions of innovative behavior are exploring ideas, creating ideas, fighting for ideas, and implementing ideas. The population in this study are SMEs managers. Respondents in this study were 640 SMEs managers who were determined by simple random sampling method. Data collection was carried out through an online questionnaire using a Likert scale using a scale of 7. Data analysis in this study used the Partial Least Square structural equation model (SEM) with SmartPLS 3.0 data processing software. The stages of data analysis begin with testing the validity and reliability of the instrument, determining and finally testing the hypothesis.
 
 Findings: The variable Knowledge sharing has a positive and significant effect on the innovative work behavior variable, the transformational leadership variable has a positive and significant effect on the innovative work behavior variable.
 
 Practical implications: The findings of this research can be used by SMEs managers to implement knowledge sharing and transformational leadership, to encourage increased innovative work behavior in SMEs, as well as for academics to support new knowledge and support theory..
 Authenticity/value: The novelty of this research is the relationship model of Innovative Work Behavior with transformational Leadership and knowledge sharing in the digital era which has not existed in previous studies.

PENGARUH GAYA KEPEMIMPINAN TRANSFORMASIONAL DAN MOTIVASI KERJA TERHADAP KINERJA KARYAWAN PADA PT BPR TANAOBA LAIS MANEKAT

This study is quantitative research that aims to determine the influence of transformational leadership variables and motivation on employee performance variables. The sample used was 100 employees of PT BPR Tanaoba Lais Manekat with a questionnaire instrument. Instrument quality testing is carried out through validity tests and reliability tests. The data analysis method uses descriptive statistics, classical assumption tests, multiple linear regression analysis, and hypothesis tests. The results showed that, H₁ is accepted which means transformational leadership has a positive and significant effect on employee performance. H₂ is accepted which means motivation has a positive and significant effect on performance. H₃ is accepted which means transformational leadership and motivation variables simultaneously have a positive and significant effect on employee performance. In this study, only examined the variables of transformational leadership and motivation, so there are other variables that affect employee performance that were not included in this study.