Transformational Leadership Research Articles

Transformational Leadership in Village-owned Enterprises Development

The government is pushing for greater economic autonomy in villages to bridge the economic disparity with cities. Village-Owned Enterprises (VOEs) offer a potential solution for economic change and community welfare. Research on leadership within VOEs, exemplified by the Etawa Milk Factory in Trenggalek Regency, is crucial for promoting effective governance. This study aims to explore the impact of transformational leadership on VOEs development, employing a qualitative case study approach. It draws upon transformational leadership theory, focusing on idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration. Data collection involved observations, interviews, and documentation review. Results indicate that transformational leadership qualities in VOEs heads contribute to successful development, emphasizing the ongoing relevance of this leadership style in VOEs management. Keywords: transformational leadership, village-owned enterprises, Etawa Milk Factory

Empowering resilience through digital transformation intentions: synergizing knowledge sharing and transformational leadership amid COVID-19

PurposeThis study examines the role of digital transformation intentions in enhancing the perceived resilience of firms, with a focus on China’s manufacturing sector. It investigates the mediating role of knowledge sharing and the moderating impact of transformational leadership.Design/methodology/approachA quantitative approach was employed, collecting data from 347 manufacturing firms. Participants included managers and MBA students involved in digital transformation projects. The study utilized statistical analysis to explore the relationships between digital transformation intentions, knowledge sharing, transformational leadership and perceived firm resilience.FindingsThe analysis reveals that knowledge sharing is a critical mediating factor between digital transformation intentions and perceived firm resilience. Additionally, transformational leadership significantly strengthens this relationship, highlighting its importance in the successful implementation of digital initiatives.Research limitations/implicationsThe study is geographically and sectorally limited to China’s manufacturing sector, which may affect the generalizability of the findings. Future research could explore other sectors and regions to validate and extend the results.Practical implicationsThe findings underscore the necessity of integrating digital transformation initiatives with effective leadership and knowledge management practices. Firms that foster transformational leadership and facilitate knowledge sharing are better equipped to enhance their resilience in the face of global disruptions.Originality/valueThis research offers a deep understanding of how digital transformation intentions, mediated by knowledge sharing and supported by transformational leadership, contribute to perceived firm resilience. It provides valuable insights for both academic research and practical applications in the field of management.

OCB Mediation: The Influence of Transformational Leadership and Work Commitment on Employee Performance

Civil Servants (PNS) are the main assets of the government in efforts to improve public services. Therefore, the composition and management of PNS are crucial factors in policy reforms aimed at improving government performance. With the increasing demands of the community for better public services, state civil servants need to be ready to carry out government duties and national development. This study aims to analyze the effect of transformational leadership and work commitment on organizational citizenship behavior (OCB) and employee performance, and to evaluate the effect of both on employee performance through OCB. This study uses an explanatory/confirmatory research approach. The population studied includes all employees in the Village Offices throughout Jember Regency, with a sampling technique using the saturated sample method. Hypothesis testing was carried out using Structural Equation Modeling (SEM) with the help of the SmartPLS statistical tool. The results of the study indicate that transformational leadership and work commitment have a significant effect on OCB. In addition, OCB plays a significant role in improving employee performance. Transformational leadership and work commitment also have a positive and significant effect on employee performance through OCB.

Community climate commons for collective climate action

AbstractMitigating and adapting to climate change is a vital challenge that cannot rely solely on technology or macro policies but need also be tailored to local social and ecological contexts. As theory suggests, institutional designs that increase collective climate action could potentially speed up climate action in society. In this article we explore the concept of ‘community climate commons’ (CCCs) to foster interconnected and holistic approaches involving citizens and civil society in addressing climate change. Based on a systematic literature review, the aim is to further develop the concept of CCCs and to identify key features for the successful establishment of CCCs for the promotion of collective climate action. The results identify four key features for CCCs: (1) democratic organization with transformative leadership, (2) small group sizes with clear boundaries and existing rules‐in‐use for participation, (3) access to organizational structures, meeting places, social capital, collective identity, and social cohesion, and (4) external financial, political, and social support. In conclusion, CCCs have a real potential to foster a wider societal mobilization of collective climate action while simultaneously addressing other issues of concern in local communities.

Accident Investigation Impact on Safety Climate: Moderating Roles of Management and Employees in Ghanaian Construction

This study examines the relationship between accident investigation procedures and safety climate in construction companies, focusing on the moderating roles of management commitment, enforcement, communication, and employee involvement, compliance, and awareness. Grounded in transformational leadership, social exchange, and planned behavior theories, data were collected from 208 skilled employees in Accra using questionnaires. Statistical analysis via SPSS revealed a significant positive relationship between accident investigation procedures and safety climate (B = 0.469, p < 0.001). While management commitment positively influenced the safety climate, it did not moderate this relationship. However, management communication significantly moderated the relationship (B = -0.144, p = 0.013), and staff involvement (B = -0.123, p = 0.020) and employee compliance also had significant moderating effects. Employee awareness did not show a moderating effect, though its influence on safety outcomes remains important. The findings emphasize integrating effective management practices and employee involvement to optimize safety climate in construction.

Leadership in Education: Strengthening Human Resources and Learning Outcomes Following the ‘Program Sekolah Penggerak’ Intervention

“Program Sekolah Penggerak” is a strategic initiative and a challenge for principals in implementing the program, including limited human resources, demands for improving the quality of learning, and adaptation to educational transformation policies. This study aims to analyze principals' strategies after participating in the School Mover program, focusing on improving human resource performance and school learning quality. This study uses a qualitative case study approach. The research informants were three principals participating in the “Program Sekolah Penggerak”. Data analysis was done by summarizing transcripts, presenting information, drawing conclusions and verifying. The results of the study indicate that in improving human resource performance, principals involve teachers and staff in formulating schools (vision, mission, goals), implementing a participatory leadership approach, routinely identifying human resource development needs, building a collaborative culture, and giving awards for the achievements and contributions of teachers and staff. Improving the quality of learning is done by increasing academic standards, improving monitoring and evaluation activities, and optimizing differentiated learning. The leadership model of the principal after the School Mover program facilitation, which was originally instructional, tends towards a transformational leadership model.

Transformational Leadership and Performance of Projects: A Case of World Vision Projects in Arusha Region, Tanzania

Transformational Leadership and Performance of Projects: A Case of World Vision Projects in Arusha Region, Tanzania

Leadership in the Employees of a Public Institution, Cajamarca

The general objective of this research was to understand the manifestations of managerial leadership in the employees of a public institution in Cajamarca. The research is qualitative in nature, based on the analysis of scientific research obtained from the review of various studies and academic documents. The main results revealed the coexistence of different leadership approaches within the institution, highlighting transformational leadership and systemic leadership, characterized by fostering skills development, promoting a shared vision, and stimulating innovation; however, the presence of autocratic leadership was also identified, suggesting the persistence of more traditional and centralized approaches in some aspects of management. The research concluded that the perception of employees regarding these leadership styles is crucial to understand their impact on motivation, satisfaction, and performance; therefore, more participatory and adaptable leadership styles should be prioritized in order to avoid feelings of dissatisfaction among workers, phenomena that manifest in autocratic or less participatory styles.

The Impact of Transformational and Transactional Leadership on Organisational Commitment in Small and Medium Enterprises (SMEs)

This study was conducted to explore the relationship between leadership styles and organizational commitment in the manufacturing sector in Small and Medium Enterprises (SMEs) in Malaysia. This study utilizes survey methods via questionnaires that involve 452 respondents. Findings from regression analysis show that both transformational and transactional leadership styles have a significant impact on organizational commitment in the manufacturing sector in Malaysian SME firms, especially transformational leadership. Hence, SME management teams are advised not to neglect the aspect of leadership styles in efforts to increase their organization's performance.

E-Cigarette and Vaping Perspectives: Recommendations for Occupational Health Nurses.

Statistics from the Centers for Disease Control indicate that the use of e-cigarettes, vaping, and other electronic nicotine delivery systems (ENDS) are increasing although data on their safety is limited. While most employers ban smoking in the workplace, tobacco-free policies do not always extend specifically to e-cigarette products. An IRB approved exploratory, cross-sectional study was conducted to investigate occupational health professionals' (OHPs) knowledge of e-cigarettes, vaping and ENDS and the ability to create change in tobacco-free workplace policies. A 91-item electronic survey was sent via email to 3248 OHPs who were members of the American Association of Occupational Health Nurses. A total of 299 surveys were returned, but only 230 completed the entire survey. Of those who completed the entire survey, those with advanced education had higher attitude toward change summary scores (p = .043) and those with lower years of practicing had low scores for transformational leadership (p = .039). Approximately 40% of individuals did not have or were unsure that a tobacco-free program was in place that included e-cigarettes, but the majority (90%) perceived their organizational leaders as interested in safety changes. The majority of respondents understood the health issues inherent in e-cigarettes, were open to implementing policies that included e-cigarettes but needed education and both managerial and employee support to implement policy changes. OHPs are well positioned to be advocates for workplace education, policy development, and worker health promotion for smoking and vaping cessation by leading organizational change.

The Ideal Impact of Transformational Leadership Behaviors and their Role in Enhancing the Innovation and Flexibility of Organizational Processes: An Exploratory Study

The Ideal Impact of Transformational Leadership Behaviors and their Role in Enhancing the Innovation and Flexibility of Organizational Processes: An Exploratory Study

Implementasi Peningkatan Kerja Sama Tim, Work Life Balance, Trasformational Leadership Terhadap Kinerja Karyawan: Studi pada Karyawan PT. Pegadaian Cabang Sukabumi

In the era of globalization, the role of human resources for companies is becoming increasingly important, human resources determine the survival of the company. Human resources aim to develop the company. Pegadaian is a State-Owned Enterprise (BUMN) which has the status of a People's Credit institution with a Community Savings system to be able to meet needs to be effective. The aim of this research is to determine the implementation of teamwork, work life balance, transformational leadership on employee performance at PT. Sukabumi branch pawn shop. The method used in this research is a quantitative method with a descriptive approach. The sample in this study was 33 samples who were employees of PT. Pegadaian Sukabumi Branch using saturated sampling technique. Data was obtained through a research questionnaire distributed to all samples containing 20 statements regarding the variables of teamwork, work life balance, transformational leadership and employee performance, using an Ordinal measurement system. The data obtained was carried out various tests such as validity tests and reliability tests, classic assumption tests and then analyzed using SPSS 26 software testing. The results of the research showed that there was a significant influence between the variables of teamwork and work life balance on employee performance, but there were negative results for the variables. Transformational leadership on employee performance.

The Role of Transformational Leadership and PsyCapin Shaping Organizational Citizenship Behavior: Exploring Job Satisfaction as a Mediator

This paper focuses on the relationship between Transformational leadership, Psychological Capital, Job satisfaction and Organizational Citizenship Behavior in the context of the banking industry. Transformational leadership (TL) is considered a strong determinant of Organizational citizenship behavior (OCB) since the behaviors it promotes support the organization’s effectiveness in ways that are not covered by the contractual responsibilities of an employee. Consequently, the effects of Transformational leadership and PsyCap(PsyCap) on employees’ Organizational citizenship behavior have not been studied extensively, incorporating the banking industry perspective into the investigation. To fill this void, the present research aims to look into the effects of Transformational leadership and PsyCap on Organizational citizenship behavior, with Job Satisfaction (JS) as the mediator. Based on the quantitative, descriptive study and cross-sectional method of data analysis, the study makes use of 242 structured questionnaires distributed among banking professionals to test the research hypotheses. The collected data was analyzed and examined by using Structured Equation Modeling through the Partial Least Square method. To analyze the collected data SPSS version 26 and Smart PLS 4 were used. The results thus highlight positive. Job satisfaction significantly mediates the Psychological capital, Job satisfaction but not significant with Transformational leadership, and Job satisfaction. These results extend the leadership and employee behavior literature in stress conditions and have practical implications for improving organization performance and employees’ well-being through leadership training and HR practices promotion. This work fills a hole in the writing and offers viable bits of knowledge for upgrading representative prosperity and hierarchical viability.

Pengaruh Perceived Overqualification dan Work Stress Dengan Moderasi Transformational Leadership Terhadap Innovative Work Behavior dan Turnover Intention

This research aims to analyze and explore the influence of two key factors, namely Perceived Overqualification and Work Stress, on employee Innovative Work Behavior and Turnover Intention in the context of logistics companies. In addition, this research considers the moderating role of Transformational Leadership in the relationship between Perceived Overqualification and Work Stress with Innovative Work Behavior and Turnover Intention. This research involved a survey of employees at a logistics company using a questionnaire, then the data collected was analyzed using quantitative methods with the population in this study involving 180 employees at a multinational logistics company that provides warehousing and distribution services in the Bekasi Regency area. The research results show that Perceived Overqualification and Work Stress have an influence on Turnover Intention. Apart from that, Transformational Leadership has been proven to moderate the relationship between Perceived Overqualification and Innovative Work Behavior. These results indicate that human resource management in logistics companies must consider Perceived Overqualification and Work Stress as important factors in promoting innovative work behavior that can reduce employee turnover intentions. This research has practical implications for logistics companies in developing more effective and efficient human resource management policies. Apart from that, this research also provides theoretical contributions in understanding the relationship between Perceived Overqualification, Work Stress, Transformational Leadership, Innovative Work Behavior and Turnover Intention in the context of logistics companies.

Green business in the digital age: sustainable performance in an era of technological advancement and leadership transformation

Green business in the digital age: sustainable performance in an era of technological advancement and leadership transformation

The Role of Effective Communication in Leadership: A Comparative Analysis of English Language Skills and Management Strategies

Communication is central to leadership and determines how organizations function and how employees are motivated. Therefore, this research paper aims at comparing English language ability, and management skills, and other elements of leadership. This paper undertakes a qualitative approach wherein the authors review literature and numerous case studies from diverse industries to explore the role of English language proficiency in facilitating leaders to articulate a vision, mobilise people and get things done. At the same time, the paper considers how different managerial approaches, including transformational and transactional leadership, depend on communication to be executed. High English language proficiency improves the message clarity and interpersonal communication, but it is the ability to find and implement effective management approaches that promotes creativity, teamwork, and effectiveness when working in a global environment. The present study demonstrates the co-dependency of language skills and strategic management for the accomplishment of organizational goals and aims.

Factors Influencing Employee Job Commitment in the Public Sector: A Case Study of Temeke Municipal Council, Tanzania

The study aims to assess the factors influencing employee Job commitment Case study Temeke Municipal Council, Tanzania. The main objective was to examine factors which influence employees Job commitment at work place in public sector Temeke Municipal. The specific objectives were to examine the relationship between communication practices within public sector, to examine various leadership styles within public sector organizations, to analyse the association between job satisfaction levels among public sector employees, to investigate the role of employee engagement initiatives in influencing job commitment within public sector organization. This research was guided by Social Exchange Theory and Agency Theory. The study adopted a descriptive research design and a quantitative approach. Data was collected structured questionnaires from a purposive sample of 50 and descriptively analyzed. The study found that both intrinsic and extrinsic factors significantly influence employee job commitment at Temeke Council. Key findings revealed that effective communication practices, transformational leadership styles, high job satisfaction, and robust employee engagement initiatives are positively correlated with increased job commitment. Employees who experienced clear and frequent communication, recognized and supportive leadership and opportunities for professional growth reported higher levels of engagement and loyalty to the organization. The study concludes that retaining and enhancing employee’s commitment relies on deliberate efforts of the management to improve job satisfaction, quality selection of leadership styles, communication practices as well as employee’s engagement. The study recommends the management of Temeke Municipal Council to invest in leadership development programs to enhance managers' skills in communication, conflict resolution, and team building. Effective leadership is crucial for fostering a supportive and motivating work environment.

Impact of Nursing Leadership Styles on the Staff Turnover Intention in Saudi Arabia: A Cross-Sectional Study.

Background and objectives The efficiency of healthcare systems and nursing care depends on appropriate leadership. The purpose of this study was todetermine the association between leadership styles of nurse managers and the staff turnover intention in Saudi Arabia. The nurses' intention to quit their jobs was considered as indicative of staff turnover intention. Methods A quantitative cross-sectional questionnaire-based study was conducted among 279 nurses, employed in three hospitals in Hafar Al-Batin City, Saudi Arabia. The questionnaire comprised three parts to determine the association between leadership styles of nurse managers and staff turnover intention, and how they related to participants' demographic variables (gender/age/education/income/marital status/experience). The first part collected demographic data, and the second part was an adapted and validated version of the multifactor leadership questionnaire (MLQ-6S) used to assess the perceived leadership styles of nurse managers, based on 21 items. The third part, comprising seven items, was used to assess nurses' turnover based on intention to quit. The second and third parts of the questionnairewere scored using a five-point Likert scale. Collected data were tabulated and analyzed using a statistical software package for descriptive and inferential statistics (t-test, one-way analysis of variance (ANOVA), and correlation), comparing dependent outcome variables against independent demographic variables. Statistical significance was assumed when p-value was less than 0.05. Results Based onleadership style scores, transactional (13.32 out of a maximum of 24; 55.48%) and transformational (26.58 out of a maximum of 48; 55.37%) leadership were the most frequently perceived leadership styles among nurse managers. Laissez-faireleadership (6.31 out of a maximum of 12; 52.57%) was the least frequently perceived style. Upon comparing perceived leadership styles of nurse managers againstdemographic variables, no significant differences were observed for transformational leadership. However, income and experience of nurses showed significant relationship with the perceived transactional and laissez-faire leadership style scores, respectively. Based onperceived "intention to quit" scores, majority of the nurses expressed uncertain intention to quit (n = 193; 69.2%) and there was a significant yet weak negative correlation between the perceived leadership styles and intention to quit. The correlation coefficient (Pearson's-r) was lowest for laissez-faire leadership (-0.258)followed by transactional (-0.295) and transformational styles of leadership (-0.348). Conclusions The present study indicated a greater degree of transactional and transformational leadership styles among nurse managers than laissez-faire leadership style. While most of the nurses mentioned an uncertain intention to quit, correlating it with the perceived leadership styles it was found that transformational leadership among nurse managers indicated greater retention of nurses within their present jobs. The present research findings underline the importance of prioritizing and fostering healthy workplace environment by the nurse managers, through inculcation of transformational leadership practices. Furthermore, focused, multi-centric studies from around the world can help understandthe leadership practices of nursing leaders and its relationship with the intention of nurses to quittheir respective roles.

Transformational Leadership in Muhammadiyah Association for Community Growth

Background: Transformational leadership is vital in educational settings, focusing on inspiring members to enhance performance. Specific Background: At Universitas Muhammadiyah Sidoarjo, key leaders, including the Rector, play a crucial role in creating an effective academic environment. Knowledge Gap: There is limited empirical evidence on the impact of transformational leadership on organizational performance and faculty motivation in this context. Aims: This study investigates the characteristics and effects of transformational leadership, emphasizing individualized consideration and motivational strategies. Results: The findings reveal that the Rector's leadership positively influences faculty motivation and recognition, illustrated by rewards like Umrah allowances. Novelty: This research enriches existing literature by analyzing transformational leadership within a specific educational framework. Implications: The study highlights the significance of leader recognition in higher education, suggesting that transformational practices can enhance faculty performance and promote a culture of excellence. Highlights : Impact on Motivation: Transformational leadership enhances faculty motivation through recognition and rewards. Leadership Characteristics: The Rector exemplifies individualized consideration, actively supporting faculty development. Cultural Improvement: Effective leadership fosters a culture of excellence and innovation within the institution. Keywords: transformational leadership, Muhammadiyah, faculty motivation, individualized consideration, higher education

Navigating the Impact of Immigration Policies on Universities: A Leadership Model Approach

This study explores the multifaceted challenges universities may face as a result of alterations in immigration policies. Tightened regulations lead to decreases in international student enrollment. By drawing upon various theoretical frameworks, including transformational leadership, change management, and cultural dimensions, this study offers a comprehensive strategy to address the financial, social, and cultural implications of immigration policy shifts. The study examines the impact of policy changes on employees, highlighting potential challenges such as burnout and disengagement. Proactive measures, including flexible work arrangements and mental health support services, are recommended to mitigate these impacts. Financial implications are addressed through developing contingency plans and reassessing financial strategies to maintain operational stability. Furthermore, the study underscores the importance of preserving campus cultural exchange opportunities and diversity initiatives through virtual programs, partnerships, and curriculum integration. Leadership models, particularly transformational leadership, provide a guiding framework for navigating organizational change. The study advocates for clear communication, employee empowerment, and alignment with the institution’s values to foster resilience. Additionally, Kotter’s 8-Step Model of Change Management offers a structured approach to addressing challenges, emphasizing the importance of urgency, vision, and cultural integration. Through proactive measures informed by theoretical insights, universities can navigate the challenges of immigration policy changes while upholding their commitment to diversity, inclusion, and academic excellence. This study contributes valuable insights for higher education institutions grappling with regulatory shifts, offering actionable recommendations for fostering resilience and adaptation in a rapidly changing landscape.