Transformational Leadership Research Articles

Effectiveness of sustainability communication on stakeholder engagement: A multi‐method qualitative assessment of sustainable development

AbstractThe present era is witnessing a growing importance of sustainability communication. There is a need to understand stakeholders' perspectives regarding sustainability communication by different corporates. Additionally, it is also important to understand the positive (happiness and surprise) and negative (anger, fear, and sadness) aspects that affect the effectiveness of sustainability communication. The present research used a multi‐method multi‐study qualitative approach. In Study 1, the perspectives of 29 mid‐level managers and 16 top‐level senior managers involved in the sustainability domain in their organizations from India were captured via qualitative semi‐structured interviews. In Study 2, sustainability reports of 50 leading companies involved in sustainability activities were analyzed using textual analysis, emotional analysis, and topic modeling. Results indicate that corporate sustainability communications can have varying impacts on the stakeholders. The results of the qualitative analysis showed positive impact of sustainability communications on employee engagement, employee involvement, transformational and inclusive leadership and training and development opportunities. Positive emotions, like happiness or surprise, indicate positive brand image and engagement related to sustainability activities. Negative emotions like fear, anger, and sadness, show stakeholders' concern regarding the environmental damages. Thus, organizations need to target the positive aspects in their sustainability communication for improved results and must avoid the negative aspects while planning to develop effective sustainability communication. Subsequently, the present study contributes to the existing literature by proposing a conceptual framework based on signaling theory and stakeholder theory. This study fills the gap in terms of examining the stakeholders' and end‐users' perspectives regarding sustainability communication, the major emotional aspects that are revealed from the sustainability reports and an overall view on individual's pro‐environmental behavior.

Transformational leadership practices and excellence in the public family planning sector in Egypt

Transformational leadership practices and excellence in the public family planning sector in Egypt

The influence of transformational and transactional leadership on employee retention: mediating role of employee engagement

PurposeThe study aims to investigate the relationship between transformational, transactional leadership and employee retention with the mediating effect of employee engagement.Design/methodology/approachUsing judgemental sampling, data were collected from 650 employees serving at different levels in the pharmaceutical industry of Bangladesh. Structural equation modeling was employed to test the hypothesized relationships using AMOS.FindingsThe study found that transformational and transactional leadership significantly impact employee retention. The direct effects of transformational leadership (TFL) on employee engagement were found to be significant, while transactional leadership (TSL) has no significant direct influence on employee engagement. The output of the mediation analysis revealed that employee engagement significantly mediates the relationship between TFL and employee retention, whereas it showed an insignificant relationship between TSL and employee retention.Practical implicationsBased on the findings and the literature support, it can be postulated that an appropriate leadership style, especially TFL, that drives employee engagement can influence employees to stay with the organization longer. The study recommends that managers and leaders comprehend the importance of leadership and its appropriateness to retain valued employees by ensuring high workplace engagement.Originality/valueThe study would provide a unique insight into TFL and TSL practices and their impact on the pharmaceutical industry’s employee retention. This study also extends the research on employee engagement as a mediator between TFL and TSL and employee retention.

Transformational Leadership and Climate of Trust: Mediating Role of Organizational Justice

Despite universal agreement on the consequences of the organizational trust climate, little attention has been given to studying its determinants. This study aimed to investigate the role of managers’ transformational leadership behavior in developing trust climate in the hotel industry. Based on the social exchange theory, this study also examined the mediation effect of organizational justice in the relationship between managers’ transformational leadership and trust climate. Data were collected from 323 full-time employees engaged in three-star Bangladeshi hotels. The study employed a PLS-SEM approach to test the hypotheses. Results exposed the significant impact of managers’ transformational leadership on the hotels’ trust climate, and organizational justice mediates the aforementioned relationship. These findings highlight the role of managerial transformational leadership and organizational justice in developing and nurturing a climate of trust. Based on the results, the study offers theoretical and practical implications, along with further research directions.

A call for further study and use of transformational leadership in pharmacy education and practice: Hope and reinvigoration

This paper calls for further study of transformational leadership and its further use in educating PharmD students as well as inclusion of continuing education programming and mentoring the behaviours of current pharmacists. It does not present an argument for reduction in use or diminishment of other leadership theories, many of which have at least some overlap with transformational leadership. Rather, emphasis on transformation leadership might be one of many solutions to challenges plaguing the profession currently, with some sense of negativity and challenging workplace conditions among many pharmacists; support personnel and drug shortages; and a need for more collegial citizenship behaviors and stronger organizational culture. Transformative leadership behaviors and communication, versus others particularly more transactional in nature, envisage a future for the entire profession as well as for the individuals who comprise them, articulate the value of the contributions made by the employee, and help imbue a sense of professional identity. These are things sorely needed in the modern workplace and are either explicitly stated or tacitly implied in educational standards and professional competencies. A recent study on transformational leadership as measured by the Multifactorial Leadership Questionnaire (MLQ) found more parsimonious structures toward the definition of transformational leadership and the outcomes resulting from its use, which actually makes it easier to discern and thus even more applicable to incorporate into models of pharmacy education and practice. The time to further study and employ transformational leadership is now.

Preliminary Study on the Relationship Between Organizational Climate, Leadership Style, and Job Satisfaction in the Context of Nurse Practitioners

Job satisfaction in nurse practitioners is influenced by the level of autonomy and empowerment they perceive within their practice environment. Little in-depth research has been done to explore the relationship among organizational climate, leadership style, and job satisfaction in the context of nurse practitioners. This study was developed to explore the relationship among organizational climate, leadership style, and job satisfaction in nurse practitioners with the goal of enhancing their job satisfaction. A cross-sectional correlational approach and snowball sampling method were employed to recruit 400 qualified nurse practitioners to complete an online survey. This survey was a structured questionnaire consisting of the Practice Organizational Climate Scale, Leadership Style Scale, and Job Satisfaction Scale. Statistical analyses used included the independent t test, one-way ANOVA, Pearson's correlation, and multiple linear regression analysis. Most of the participants were 31 to 50 years old. A significant and positive correlation was identified among overall organizational climate, leadership style, and job satisfaction. In terms of organizational climate components, only professional visibility was not found to significantly correlate with job satisfaction. Transformational leadership, servant leadership, independent work, and relationships with support and management departments collectively explained nearly 72.4% of overall job satisfaction. The findings demonstrate job satisfaction in nurse practitioners to be significantly influenced by organizational climate and leadership style. Thus, fostering a positive organizational climate and enhancing transformational and servant leadership styles may be expected to improve job satisfaction in this group substantively. Therefore, it is recommended healthcare institutions focus on improving the organizational climate, providing more autonomy and support, and enhancing leadership training for supervisors with the goal of increasing overall job satisfaction and retention rates among nurse practitioners.

Configurational Paths of Preconditions to Transformational Leadership Among Core Hospital Leaders: A Fuzzy-Set Qualitative Comparative Analysis.

Transformational leadership among core hospital leaders boosts medical organizations' competitiveness, adaptability, and sustainability, which is jointly affected by individual, organizational and environmental factors. This study aims to unpack its configurational framework and propose strategies to strengthen core hospital leaders' transformational leadership. Data were collected from an online questionnaire among 31 core hospital leaders. The fuzzy-set qualitative comparative analysis (fsQCA) was used to explore the causal mechanism of high-level transformational leadership. We enrich this mechanism by professional background, critical thinking, initiative spirit, family-work conflict, job satisfaction, subordinates' followership, and work pressure. Result shows initiative spirit is the only necessary condition (consistency=0.911) for the formation of high-level transformational leadership among core hospital leaders. Three configurations are the sufficient conditions that lead to high-level transformational leadership among core hospital leaders with two different professional backgrounds (overall solution consistency= 0.952). Core hospital leaders' initiative spirit is an indispensable condition for improving high-level transformational leadership, emphasizing the necessity for core leaders to be proactive in order to develop such leadership. Besides, the study also uncovered three configurations are the sufficient conditions for core hospital leaders with diverse professional backgrounds to achieve high-level transformational leadership. This finding offers significant insights into hospital management practices, suggesting that core hospital leaders' work should be managed in a personalized manner based on their professional backgrounds, thereby fostering favorable conditions conducive to the development of their high-level transformational leadership capabilities. Furthermore, the central insight of this study is that the formation of high-level transformational leadership contingent upon the collaboration of professional background, critical thinking, initiative spirit, family-work conflict, job satisfaction, subordinates' followership, and work pressure, contributing to a holistic and more rigorous view for the development of transformational leadership.

The Global Power of Transformational Leadership in Nursing and Midwifery

Transformational leadership in nursing and midwifery contributes to professional development and service improvement. The professions have traditionally struggled to excel in leadership positions in developing countries with persistent minimal participation in senior leadership positions. This is due to structural and systemic exclusion of the professions from senior-level decision-making positions and inadequate capacity in leadership. This paper describes how the professions can adopt transformational leadership to improve leadership. The information here is based on experiences and a literature review. It provides a case example of transformational leadership experience in the Kenyan context and recommendations to strengthen transformative leadership in the profession.

The influence of transformational leadership on knowledge sharing of teachers: the roles of knowledge-centered culture and perceived organizational support

Purpose The purpose of this study is to explore the effect of transformational leadership (TL) on tacit and explicit knowledge sharing (KS) of teachers through the mediating role of knowledge-centered school culture (KSC). This study also attempts to bring a deeper insight into the correlation between KSC and KS behaviors by exploring the moderating effect of perceived organizational support (POS). Design/methodology/approach The paper used a quantitative approach and structural equation modeling to examine the relationship among the latent factors in the research model using data collected from 293 teachers in Vietnamese universities. Findings The findings indicated that TL positively influences tacit and explicit KS behaviors of teachers directly or indirectly through its positive effect on KSC. In addition, the paper highlights the moderating role of POS in strengthening the impact of TL on tacit and explicit KS behaviors of teachers. Research limitations/implications This paper emphasizes the need to practice TL as an effective pathway to foster tacit and explicit KS behaviors of teachers in higher education. Originality/value The paper significantly contributes to enhancing understanding of the antecedent role of TL in fostering knowledge-centered culture and KS behaviors of teachers under the moderating effects of POS in higher education.

How Do Transformational Leadership and Affective Trust Enhance Creativity?

The pressure of competitive higher education has affected most universities, and whether the utilization of human capital as a resource to foster creativity, increase motivation, and boost innovation is an important topic to investigate. This study aims to explore the relationship between the elements of transformational leadership, affective trust, and intrinsic motivation and their impact on creativity to increase the performance of lecturers at Vietnamese universities, where most of them are also creators. Quantitative research is applied with data collected from full-time lecturers at Vietnamese universities from December 2023 to January 2024. The hypothesized correlations were investigated using structural equation modeling on a sample of 311 participants in Vietnam. The findings reveal substantial causal correlations between transformational leadership, affective trust, intrinsic motivation's determinants, and the creativity to improve performance and positive behavior from the lecturers' perspective. These results imply that leaders should focus on the prefix role of transformational leadership, which is the origin of affective trust, intrinsic motivation, and creativity, to raise the standard of higher education. In particular, affective trust needs more attention because it has the most vital mediating role in enhancing the impact of transformational leadership on lecturers' creativity. Doi: 10.28991/ESJ-2024-08-05-011 Full Text: PDF

How do knowledge-intensive business services improve innovation? A resource-based model for antecedents of innovation in a developing country

Purpose Firms strive to find new ways of boosting value creation through integrating knowledge for innovation. Open innovation has altered this quest for excellence and, accordingly, this study aims to investigate the antecedents and enablers of innovation performance in firms belonging to a knowledge-intensive service sector of a developing country. Design/methodology/approach As such, data were gathered through a survey approach, targeting telecom service firms in Pakistan. Hypotheses were tested using the partial least squares technique. Measurement and structural models were assessed following the recommended two-stage procedure. Findings Results showed that knowledge sourcing and customer engagement impact the innovation performance of firms, whereas transformational leadership, knowledge sourcing and customer engagement are linked to innovation with the mediating effect of absorptive capacity. Practical implications This research helps to improve the innovation management practices of the firms belonging to this important sector and thus enables them to achieve sustainable competitive advantage through building their absorptive capabilities. Originality/value Knowledge-intensive business services are largely excluded from the great debate on open innovation so far, with a few exceptions. This research proposes and tests a model of enablers of open innovation that contributes toward improving the innovation performance of telecom firms in a developing country.

Beyond Command and Control: Empowering Leaders Build Capability and Drive Innovation

This article explores how leaders can empower employees to drive innovation, build capability, and achieve greater organizational success. It examines the research on effective leadership approaches that consistently outperform "command and control" styles. Specifically, the author argues leadership is not about exerting top-down control but rather developing talent from within, granting autonomous work to teams, and fostering psychological safety. The article reviews case studies of companies that instituted empowering practices like radical promotions from within, autonomous project teams, and removing rank from creative meetings. It then discusses how empowering leaders act as coaches to develop strengths while advocating for employees. Finally, the article provides practical recommendations for implementing empowerment principles, including starting with pilot programs, communicating philosophy clearly, and shifting incentives away from micromanagement toward creative problem-solving. Overall, the research presented makes the case that empowering others through capability-building, autonomy, and safety represents the hallmark of truly transformational leadership that drives engagement and competitive advantage.

Developing a healthcare transformational leadership competency framework for disaster resilience and risk management

Climate change-induced hazards increasingly threaten healthcare systems worldwide, amplifying the frequency and severity of disasters and their adverse health effects. This necessitates fortified healthcare leadership and resilient systems capable of delivering quality care amidst escalating environmental challenges and emphasises the need for standardised competency frameworks to enhance disaster readiness and response. As healthcare organisations face evolving challenges, cultivating transformational leadership competencies becomes essential for building adaptive, resilient, and effective disaster management strategies. Purposeof this study: This conceptual paper addresses the research question: "How can healthcare leaders' competencies be developed to support healthcare disaster resilience?". MethodsThe study, conducted in 2023, used a narrative literature review, comparative analysis, and synthesis. It reviewed frameworks on transformational leadership and disaster resilience, employing comparative analysis to examine relationships and leadership competencies. A synthesized framework was developed to clarify dimensions and relationships. ResultsEight ‘domains’ of competencies were identified, in addition to other ‘transferring skills.’ The domains were analysed regarding their component competencies and were broadly classified into knowledge, cognitive and interpersonal skills, and attitudes. This classification is proposed as a ‘Healthcare Transformational Leadership Competency Framework’ (HTLCF) for disaster resilience and risk management. ConclusionThe HTLCF supports leaders in navigating complexities, anticipating risks, and facilitating collaboration, communication, and accountability, leveraging their transformative agency. This study suggests the use of the Healthcare Transformational Leadership Competency Framework to develop a standardised disaster management curriculum and continuous, ongoing training. This would equip leaders to enhance resilience and ensure coordinated, effective disaster responses for healthcare systems.

Organizational culture and leadership style in Spanish Hospitals: Effects on knowledge management and efficiency

Hospital culture and leadership style have attracted considerable attention in research, with compelling evidence indicating their potential competitive advantages, including their crucial role in ensuring the successful implementation of knowledge management and its impact on hospital efficiency. The aim of this paper is to identify the effects of organizational culture and leadership style on knowledge management and hospital efficiency. Fuzzy cognitive maps (FCMs) are relational models that can be used to represent the opinions and knowledge of expert to infer cause-effect relationships among different concepts. The use of FCMs as a simulation tool enables the evaluation of potential scenarios based on different organizational cultures and leadership styles in hospitals. Developing an FCM for this study involved several steps. Firstly, data were collected through interviews with 21 experts in hospital management. The interviews were conducted between May and September 2023 either face-to-face or via videoconference. Once individual cognitive maps had been created, consensus among them was achieved through a multicriteria decision-making process, wherein the expert opinions were averaged. The separate cognitive maps of each expert were then integrated to produce a single FCM using the augmented FCM approach. Reflecting expert insights from the FCM, hospitals with a hierarchy culture exhibit diminished levels of knowledge creation, management, and overall hospital efficiency, whereas those with an adhocracy culture show improvements in knowledge creation, knowledge exploitation, and overall hospital efficiency in comparison to alternative ones. From the experts' FCM perspective regarding leadership style, transformational leadership achieves the highest level of knowledge management and hospital efficiency in hospitals with an adhocracy culture. Finally, this paper offers a reference for practising knowledge management and improving hospital efficiency through adhocracy culture and transformational leadership.

Transformational Leadership As A Catalyst For Enhancing Gender Equality And Women's Representation In Public Administration: Opportunities For Increased Access And Involvement In South Sudan

The Gender Equality in Public Administration Study was carried at the National Transformational Leadership Institute (NTLI) of the University of Juba in partnership with the Ministry of Gender Child and Social Welfare and UNDP South Sudan. The Study employed UNDP’s global GEPA initiative framework and UNDP-OECD Toolkit for Mainstreaming and Implementing Gender Equality in Public Life. which consists of four pillars, namely,1) Institutional and governance frameworks for gender equality and mainstreaming; 2) Gender-sensitive practices in parliaments; 3) Gender-sensitive public employment systems; 4) Gender-sensitive practices in the judiciary. Based on South Sudan context and the systems alreadyestablished,some key aspects of the UNDP-OECD tool with particular emphasis on Pillars (1) and (3) were adopted. Both qualitative and quantitative methods of data collection that include surveys, face-to-face interviews, consultation workshops and focus group discussions were used to reach out to gender focal persons from all government institutions (ministries, commissions and parastatal organizations), organized forces, Academia and Civic groups that include Faith Based Organizations, Civil Society Organizations and Disability Persons Organisations.The collated information was analysed using SPSS and interpretation provided. The studyfound the existence of considerable gender differentials in terms of genderrights, accessto humanrights and access to justice. Gender inequality and Sexual Gender-Based Violence are widespread and mostly intensified by cultural norms and insecurity caused by interstate and intracommunal conflicts. Gender equality and women’s access, involvement and representation in Public Administration are linked to multiple structural and functional constraints which differ across sectors in South Sudan. Analysis from this study, clearly underlines that participation and access to formal political power structures is impeded by inherent gender imbalance in institutionalstructures, unequal power sharing, socio-economic context, culture, ideological and psychologicalfactors, which remain sticky, normalized and increasingly accepted as part of life. From the foregoing, it is imperative that directed policy initiatives and legal framework be established to address the issues. The Government of the Republic of South Sudan should conduct a review of the legislative and policy framework to integrate the minimum of 35% quotas for womenin all public administration (National Gender Policy; National Strategic Plan Framework; LabourAct, Civil Service Act and Public Service Regulations);

Beyond The Pitch: Exploring The Impact Of Coaching Leadership And Competency On Athlete Satisfaction In Ethiopian Super League Football Teams

Background: Coaching leadership and coaching competency are essential in molding athletes' experiences and satisfaction levels, which are key to their performance and general well-being. Transformational leadership, which involves inspiring and encouraging athletes, has been demonstrated to increase satisfaction by creating a supportive environment that motivates athletes to exceed their own expectations. The present research was undertaken to understand the effect of coaching leadership behavior and coaching competence influence athlete satisfaction among Ethiopian Super League football players.: Materials and Methods The researcher selected a cross-sectional survey approach for this study to analyze the objectives set forth. A sample of 410 players was drawn from three zones, playing at different positions. The study validated scales by Chelladurai & Saleh (1980), Myers et al. (2006), and Chelladurai & Riemer (1997) to assess Coaching Leadership Behavior, Coaching Competency, and Athlete Satisfaction, respectively. Results: Strong leadership behaviors, such as providing clear direction, motivation, and unwavering support, significantly influence athlete satisfaction. Coaching competence, while positively affecting athlete satisfaction, is less pronounced than leadership behaviors. The study suggests that creating a supportive and nurturing leadership environment is more important than possessing the necessary skills, as it enhances the relationship and satisfaction of athletes. Conclusion: The study's results clearly show that coaching leadership style and coaching competency have a substantial impact on athlete satisfaction among Ethiopian Super League football players. By explaining the pivotal role of coaching leadership behavior and coaching competence, the research provides valuable insights for coaches, sports administrators, and stakeholders alike, emphasizing the critical need to prioritize leadership development and foster supportive coaching environments to enhance athlete satisfaction and overall performance

Black Girls as Transformative Leaders in Physical Activity Programs

Background: Black adolescent girls possess a unique ability to inspire and enact change in their communities, yet are overlooked in discussions of leadership and empowerment. Coupled with deficit approaches to school-based physical activity programming, positioning Black girls as physical activity leaders is missing from practice. BLinG-HealthTM (Black Leadership in Girls’ Health) trained peer leaders in group fitness instruction instrumental in delivering group fitness sessions in an 8-week after-school physical activity pilot program. Methods and Analysis: This paper presents the qualitative data illustrating the program's impact on Black girls leading peers in a group fitness setting using general inductive narrative analysis based on group interviews, observations, reflection notes, and faculty leadership testimonials. Results: Participants exuded community, collaboration, and confidence. Peer leadership was effective but differed. Girls recognized the program's benefits and challenges while enjoying it. Conclusion: Black girls can lead physical activity initiatives when allowed to do so while building a community. Researchers and school and community activists should empower Black girls to lead physical activity programs to foster better health outcomes.

Educational Intervention Impact On Nurses' Emotional Intelligence And Leadership Models: A Longitudinal Randomized Trial

Background: Emotional intelligence plays a critical role in nursing leadership, influencing organizational dynamics and patient care. However, there is limited understanding of the impact of emotional intelligence on leadership in Primary Health Care within the Greek context. Materials and Methods: A longitudinal experimental design was used to assess the effects of an educational intervention on emotional intelligence and leadership among Greek Primary Health Care nurses. Questionnaires, including the Wong and Law Emotional Intelligence Scale and the Multifactor Leadership Questionnaire, were administered pre- and post-intervention. Results: The results of the study revealed that, during the second measurement, the intervention group exhibited significant improvements in emotional intelligence, whilst adopting a more transformational style of leadership, compared to the control group. However, between the two measurements, no significant changes were observed in the transformational and transactional leadership models, with the exception of Management by Exception (Passive) and Laissez-Faire Leadership. However, in between the two measurements, no substantial changes in measurements were observed regarding the implementation of transformational or transactional models of leadership in neither of the groups. The only exception was the adoption of a Management by Exception (Passive) approach and that of a Laissez-Faire style of leadership. The tables highlighted nuanced changes in leadership dynamics, post-intervention. Conclusion: The empirical study supports that initiatives in education effectively enhance the emotional intelligence of nurses, while they also influence leadership styles. This suggests and highlights the need for tailored professional development programs in nursing education, in order to develop both the emotional intelligence and the leadership skills of those involved. Trial registration: Iranian Registry of Clinical Trials, registration reference: IRCT 20240126060816N1

PENGARUH GAYA KEPEMIMPINAN TRANSFORMASIONAL DAN BUDAYA ORGANISASI TERHADAP KINERJA KARYAWAN DENGAN KERJASAMA TIM SEBAGAI VARIABEL MEDIASI PADA PT KARYA PRIMA PUTERA PERKASA

This research aims to determine the mediating influence of teamwork in the relationship between transformational leadership style, organizational culture and employee performance. This research uses a quantitative approach with data collection techniques using saturated samples, where the respondents in this research are the total population of the object studied, namely 50 people. As for distributing questionnaires using Google Forms to every employee who works at PT. Prima Putera Perkasa's work. The analysis method in this research uses SEM with the SmartPLS analysis tool. Meanwhile, the results of this research show that directly transformational leadership style and company culture do not have a significant influence on employee performance. However, indirectly through teamwork, company culture has a significant influence on employee performance at PT. Prima Putera Perkasa's work.

The Role of Transformational Leadership in Sustainable Business Growth

Supportable business development has turned into a basic part of corporate system in the present worldwide economy, driven by expanded familiarity with ecological, social, and administration (ESG) factors. The job of authority, especially groundbreaking administration, is crucial in directing associations toward economical practices. This exploration paper investigates how groundbreaking initiative, with its accentuation on vision, development, and morals, works with feasible business development by encouraging a culture of ecological stewardship, partner commitment, and long-haul benefit. Through a mix of hypothetical examination, contextual analyses, and subjective experiences, this paper gives a top to bottom comprehension of how groundbreaking initiative practices can drive maintainable results.