Use Of Transformational Leadership Research Articles

STRATEGIES FOR TRANSFORMATIVE LEADERSHIP IN EDUCATIONAL SETTINGS: REALIZING EFFECTIVE IMPLEMENTATION GOALS

This journal explores the use of transformational leadership in educational settings, and how to implement it so that we can get good results. The development of positive change, innovation, and cultivation of educational institutions, in short, requires transformative leadership. Not only does the journal stress transformative leadership for its potential to improve learner performance and teacher practice, but there is mention that it can create the climate for favorable school conditions. It also introduces a variety of ways that leaders in education can be successful practicing transformative leadership.

Reimagining mentorship for doctoral student success: the potential utility of transformational leadership practices

ABSTRACT Doctoral student attrition has negative consequences for students, institutions, and society. Unfortunately, doctoral student attrition rates vary widely based on institutional and doctoral student characteristics, ranging from 30–70%. This conceptual article seeks to address the issue of doctoral student attrition through the use of transformational leadership behaviors. First, this paper presents an overview of factors influencing doctoral student success, with an emphasis on mentorship. Second, this paper identifies key characteristics of successful or productive doctoral students. Third, this paper proposes the use of transformational leadership to inform faculty mentorship of doctoral students. Lastly, the four components of transformational leadership will be applied to the key characteristics of doctoral student success or productivity.

English

The interruption of regular physical exercise among Chinese college students is a key cause of the lack of motivation to exercise. Therefore, on the basis of self-efficacy theory, this study analysed the interrelationships between the perception of transformational leadership in physical education (PE) by teachers, physical self-efficacy, and exercise adherence among Chinese college students. A questionnaire survey was conducted using a convenience sample of 448 students from five universities in Hebei Province, China. They perceived transformational leadership by PE teachers to significantly positively influence exercise adherence. In addition, physical self-efficacy partially mediated the relationship between college students’ perceptions of transformational leadership by PE teachers and exercise adherence. These findings suggest that university administrators could encourage PE teachers to make greater use of transformational leadership and improve education and guidance regarding physical self-efficacy for college students to promote exercise adherence.   Key words: Transformational leadership, physical self-efficacy, exercise adherence, college students.

IMPLEMENTATION OF PEACEBUILDING EDUCATION IN EDUCATIONAL INSTITUTIONS OF UKRAINE

The article deals with the issue of introducing peacebuilding education in domestic educational institutions. The authors determine that the effective implementation of peacekeeping education requires certain organizational transformations, which should include: changing the management system of an educational institution, which involves the use of transformational leadership, as well as involving all participants in the educational process in decision-making; forming a favorable and safe educational environment based on the values of peacekeeping education; creating an “aligned structure” of an educational institution that will promote trust and cooperation between participants in the educational process; correct goal setting in the educational system of an educational institution, which should include the formation of socially significant goals and prospects for joint activities for the introduction of peacekeeping education. The authors of the article also draw attention to the important role of teachers in the implementation of peacekeeping education. In the context of russian aggression against Ukraine, the role of a teacher as a defender of Ukrainian culture and a peacemaker is growing. It must resist russian propaganda and form the right values in children and young people, in particular the values of nonviolent communication and mutual understanding. The authors paid special attention to the Ukrainian language, which, has there is a huge potential to become an effective tool for peacekeeping education. In within the framework of this study, a questionnaire was used, which allowed us to determine the opinion of teachers undergoing training in the educational and professional program “managing an educational institution (by level)” at the Borys Grinchenko Kyiv University regarding the importance of the Ukrainian language for peacekeeping education.

Encouraging job crafting in the workplace for newcomers: A two-year multi-wave study.

It is important to identify the antecedents of newcomers' job crafting as it assists with their adjustment in the workplace. This study made use of transformational leadership and newcomers' calling as organizational and personal resources that predict job crafting. We hypothesized that transformational leadership would have an indirect relationship with newcomers' job crafting after 2 years through their occupational self-efficacy and that their calling would moderate this mediational path. A multi-wave approach was employed wherein data from 280 new employees were collected three times during the first 2 years of their careers. The survey was completed by 150 participants. The results illustrated that transformational leadership was positively related to newcomers' job crafting after 2 years of entry through their occupational self-efficacy. Additionally, newcomers' calling moderated the mediating effect of occupational self-efficacy between transformational leadership and job crafting. The theoretical and practical implications of this study are discussed.

Transformational Nurse Leadership Comes to Life: Igniting the Implementation of Age-Friendly Health Systems in CVS MinuteClinics

As the population ages, it is imperative to ensure that older adults receive evidence-based care. Age-Friendly Health Systems is a national initiative to spread the evidence-based Age-Friendly What Matters, Medication, Mentation, and Mobility Framework and is supported by the Institute for Health care Improvement. A key driver to spread this effort is the use of transformational leadership, a leadership model used by nurse practitioners at MinuteClinic, the convenient care clinics in select CVS Health Pharmacies, to implement Age-Friendly What Matters, Medication, Mentation, and Mobility care during the COVID-19 pandemic. Recommendations are provided for aligning leadership principles of front-line staff, managers, and executives to encourage the implementation of evidence-based care using the transformational leadership model.

Transformational and Transactional Leadership Toward the Enhancement of Followers’ Trust and Psychological Well-Being

Transformational leadership is becoming increasingly popular, yet little is known about the socio-psychological approach that supports the connection betw­een transformational leadership and followers’ well-being. The success of an organization is largely dependent on the leadership of its members. With the strategy and implementation of an organization in the hands of its leaders, they are also responsible for the well-being of their subordinates and allies. The use of transformational leadership teaches people to expand their interests in their work and be more innovative and creative in the workplace. The psychological well-being of employees appears to be linked to the transformational leadership style. However, it is not clear if this is the reason for the enhanced correlation between leadership conduct and physiological well-being findings or a link between leadership behavior and well-being that is filtered by the work role elements of the followers. Employers should expect to see a more productive and healthy work environment if they implement a workplace health strategy based on the socio-psychological elements that were discovered. It is hoped that this review will contribute to the body of knowledge in the field of leadership and well-being. Keywords: transformational leadership; transactional leadership; psychological well-being; followers’ trust

Investigating the Mediating Role of Organizational Culture in the Relationship between Transformational Leadership and Organizational Effectiveness

Purpose: The aim of this study was to investigate the effect of transformational leadership dimensions on organizational effectiveness with respect to the mediating role of organizational culture. Methodology: The statistical population of this research is Iranian knowledge-based companies, which at the time of collecting research data, their number is 4551 companies. Data collection method was based on three questionnaires: MLQ leadership styles, Hofstede organizational culture and Parsons organizational effectiveness. The analysis of research data was done through structural equation modeling and using Smart PLS software in two parts: measurement model and structural model. The sampling method used in this study is stratified random sampling method and the sample studied in this study using Cochran's formula, 354 companies were obtained, of which 354 questionnaires were distributed online among these companies and 175 The completed questionnaire was collected for analysis. Findings: The findings of the present study show that the effect of ideal influence and motivational motivation variables on organizational culture and also the effect of organizational culture on organizational effectiveness is positive and significant and also organizational culture mediates the relationship between transformational leadership and organizational effectiveness. Originality/Value: Given that traditional methods of management and leadership, in today's changing and dynamic conditions, lack the necessary effectiveness, so a change in the leadership style of managers and the use of transformational leadership is necessary to achieve organizational effectiveness.

Transformational Leadership and Turnover Intention in Child Welfare: A Serial Mediation Model

ABSTRACT Purpose This study examined a serial mediation model testing the effects of STS on turnover intention through executive leaders’ use of transformational leadership as perceived by child welfare workers and then organizational commitment while controlling for age, gender, and social work degrees. Method Survey data were collected from 264 child welfare workers at one Midwestern state. Results The results supported the serial mediation model, corroborated by the finding that the impact of STS on turnover intention has disappeared as a result of transformational leadership and organizational commitment between the two variables. Discussion The findings of the study provide practical implications for training transformational leadership styles to leaders training at the middle manager and executive leadership levels in child welfare agencies.

Examining the effect of xenophobia on “transnational” mega construction project (MCP) success

PurposeThe purpose of this paper is to argue that modern-day xenophobia has emerged as one of the high-risk factors for transnational mega construction projects (MCP’s). While research in transnational MCP’s remains surprisingly under-explored, this study aimed to examine how transformational leadership (TFL) and HPW practices can still achieve MCP success despite the rise of xenophobia in the global construction industry.Design/methodology/approachThis study examined survey-based sample evidence from 220 respondents including project team members (operational, quality and technical), project stakeholders (e.g. regulatory authority, subcontractors, functional managers, etc.) and project clients/sponsors. Partial least squares structural equation modeling (PLS-SEM) technique was employed to test the theoretical hypotheses and to highlight significance of a holistic and novel framework of MCP success.FindingsThis study’s core finding unveiled a significantly negative effect of xenophobia on MCP success (ß=−0.389, t=5.574, p<0.000). Interestingly, PLS-SEM results also showed a significantly negative effect of TFL on MCP success (ß=−0.172, t=2.323, p<0.018), whereas HPW practices demonstrated a significantly positive effect on MCP success (ß=0.633, t=9.558, p<0.000). In addition, xenophobia and MCP success relationship were positively moderated by TFL (ß=0.214, t=2.364, p<0.018) and HPW practices (ß=0.295, t=3.119, p<0.002), respectively.Research limitations/implicationsThis study underscores the importance of TFL and HPW practices in explaining the linkage between xenophobia and MCP success. Besides advancement of broader multi-disciplinary research and cross-pollination of research ideas, this study also offers unique research direction to explore the potential impact of TFL and HPW practices in demographically diverse project settings especially in countries where xenophobia has swiftly become inevitable.Practical implicationsAs many countries undertake MCP’s with national pride and high strategic importance, this study provides an exemplary model of transnational MCP success. This study shows that conscious use of TFL and HPW practices could guard against escalating xenophobia in the global construction industry.Originality/valueThis study is first to provide an empirically grounded model of MCP success that collectively examines the role of xenophobia, TFL and HPW practices. This research has developed practical references for transnational construction companies in strategic planning and management of MCP’s.

Leadership Styles and Retention of Teachers in Private Primary Schools in Bushenyi-Ishaka Municipality, Uganda

This study examined the relationship between the leadership styles and retention of teachers in Bushenyi-Ishaka Municipality, Uganda. Leadership styles were studied in terms of transformational, transactional and laissez-faire on a sample of 107 primary school teachers. The study adopted the correlational design and data were collected using a self-administered questionnaire. Data analysis involved descriptive and inferential analyses. Descriptive results revealed that teacher retention was good. Nevertheless, while the use of transformational leadership was also good, there was moderate use transactional leadership and low use of laissez-fair leadership was lowly used. Regression analysis revealed that transformational leadership had a positive significant relationship with retention of teachers. Nevertheless, transactional leadership had a positive but insignificant relationship with retention of teachers while laissez-faire leadership had a negative and insignificant one. Therefore, it was concluded that transformational leadership is imperative for retention of teachers, transactional leadership is not the most probable leadership style for retention of teachers, and laissez-faire leadership is not a desirable leadership style. The recommendations of the study are that head teachers should make it a priority to be transformational in their leadership, should limit their use of transactional leadership style, and avoid laissez-faire leadership.

Pilot study of a training program to enhance transformational leadership in Spinal Cord Injury Peer Mentors.

Experimental, pragmatic design. (1) To determine the effects of a transformational leadership (TFL) training program on spinal cord injury (SCI) peer mentors and their mentees; (2) To document characteristics of mentorship within a community-based SCI peer mentor program. In total 23 SCI peer mentors (70% male; M age = 47.4 ± 12.1) were randomly allocated to an Experimental or Control condition. Experimental condition mentors received a half-day TFL workshop and bi-weekly emailed information on using TFL in SCI peer mentorship. Sixteen SCI mentees (50% male; M age = 49.1 ± 12.9) enrolled in the study and 9 completed measures of self-efficacy and their mentors' use of TFL and supportiveness at 3 and 6-months. Mentors completed monthly reports of mentorship activities. Community-based peer mentorship program in British Columbia, Canada. There were no between-groups differences in mentee self-efficacy, mentor use of TFL or mentor supportiveness. In the Experimental condition only, total mentorship time and sessions were positively correlated with mentors' use of TFL and supportiveness. Mentorship occurred in-person, by phone, text, and email and mentors discussed an average of 11 topics. The intervention did not increase SCI peer mentors' use of TFL relative to a Control condition. Nevertheless, there may be merit in coaching SCI peer mentors to use TFL given the positive correlations between mentorship time and sessions, TFL use, and perceived supportiveness of the mentor. Although inherently challenging, research involving community-based SCI peer mentorship programs provides opportunities for scientists and community organizations to extend knowledge of peer mentorship beyond the context of hospital-based programs. Research supported by a SSHRC Partnership Development Grant.

Transformational leadership as a factor in the success of knowledge-intensive companies

The paper analyzes general trends in the development of the knowledge economy and knowledge-intensive companies worldwide and in Russia particularly. First, we consider the distinctive features of the knowledge economy, such as the transformation of the labor process and the changing nature of the workforce, which largely affect the behavior of knowledge-intensive companies, whose sole business is innovation, and require new forms of leadership. Second, we analyze how transformational leadership affects creativeness and innovations in the knowledge-intensive companies on the basis of the recent scholarly research. Third, we argue that the transformational leadership style is most appropriate for the knowledge-intensive companies mainly due to its orientation on continuous development for the individual employees and the company as a whole. We conclude with key insights on the use of transformational leadership in the knowledge-intensive companies in Russia and worldwide.

Evaluating the effect of transformational leadership on knowledge sharing using structural equation modelling: the case of Iraqi higher education

Leadership style has been suggested as an important factor affecting knowledge management in organizations. Transformational leadership has been acknowledged as having a positive general influence on knowledge management. However, there is a lack of empirical studies examining the relationship between transformational leadership and knowledge sharing in higher education within developing countries such as Iraq. This research seeks to evaluate the impact of the four components of transformational leadership, namely idealized influence, inspirational motivation, intellectual stimulation and individualized consideration, on knowledge sharing (both donating and collecting). Two hundred and fifty usable questionnaires were collected from public higher education institutions in Iraq. Structural equation modelling with AMOS 22 confirms the importance of transformational leadership in encouraging knowledge-sharing culture in higher education. The results reveal that, of the four components of transformational leadership, intellectual stimulation has the strongest effect on both the donating and collecting of knowledge. Guidelines are developed for academics as well as leaders, and evidence is provided in support of the use of transformational leadership to promote knowledge sharing within higher education in developing countries, particularly Iraq. The implications of the findings, along with some potential applications and suggestions for future research, are discussed.

Workplace Isolation in Pharmaceutical Companies: Moderating Role of Self-Efficacy

This research investigates the impact of interpersonal trust and leadership style on workplace isolation. It examines the moderating role of self-efficacy on the relationship of interpersonal trust, leadership style and workplace isolation. The study used media richness theory to explain the usefulness of communication media in virtual workplace. Purposive sampling technique is used to select respondents and collect data from five pharmaceutical companies operating in Pakistan. Total two hundred and twenty seven useable questionnaires were coded for final analysis after ignoring incomplete questionnaires. The repose rate is 87 % and hierarchical moderated regression is used to analyze the moderating impact of self-efficacy on hypothesize relations. Result shows that interpersonal trust and transformational leadership style have significant impact to reduce isolation perceptions of sales personnel. Results also provide evidence that interpersonal trust and leadership styles have stronger negative impact on workplace isolation when self-efficacy of salespersons is high. The study proposes development of interpersonal trust on organizational employees and use of transformational leadership in order to reduce work isolation behavior among employees particularly in the virtual work environment. The managerial implications and future directions are also discussed.

Managers' Spirituality at Work and Transformational Leadership Style in Tehran University of Medical Sciences, 2012

Background: In today's changing and uncertain environment, there is a need for transformational leaders. Besides, due to lack of effective leaders in organizations, identifying factors influencing managers to act as transformational managers is very important. Spirituality is one of the factors, which cause managers to act as transformational managers. Objectives: This study aimed to investigate the association between managers' spirituality at work and their leadership styles in Tehran University of Medical Sciences, Tehran, Iran in 2012. Materials and Methods: This was an applied, cross-sectional and descriptive-analytic study conducted on all managers at different levels (n = 44) and a sample of 74 employees of the Vice Chancellor of Management Development and Resource Planning of Tehran University of Medical Sciences, Tehran, Iran in 2012. Data was collected using two questionnaires evaluating managers' leadership styles and their spirituality at work. Collected data was analyzed using SPSS 16.0 by Pearson Correlation Coefficient and Multiple Linear Regression (Stepwise method). P < 0.05 was considered statistically significant. Results: There were positive and significant correlations between transformational leadership style and managers' spirituality at work (r = 0.364, P < 0.001) and between transformational leadership style and all dimensions of managers' spirituality at work (P < 0.05). Multiple Linear Regression showed that among the dimensions of managers' spirituality at work, only interpersonal communication had a significant effect on using transformational leadership style by managers (P = 0.001). Conclusions: If managers' spirituality at work, especially interpersonal communication skills improves, their use of transformational leadership would be increased. Therefore, it seems necessary to employ individuals with great interpersonal communication skills and good communication with other people and colleagues, teams, formal and informal organizations as managers. Furthermore, it is recommended to continuously improve managers' communication skills to enable them to act as transformational managers.

The moderating role of leader and follower sex in dyads on the leadership behavior–leader effectiveness relationships

Transformational leadership (TL) and leader–member exchange (LMX) literatures provide theoretical frameworks and accompanying empirical evidence for studying the relationship between leader behavior and effectiveness. Although prior attention has been given to gender differences in leadership style and leader effectiveness, the moderating effects of the sex of the leader and subordinate on the leadership–leader effectiveness relationship have not been investigated. In a field study of employees from a manufacturing plant, we examined whether leader and subordinate sex, and the sex composition of the leader–subordinate dyad, moderated the linkages of each set of leader behaviors (i.e., TL and LMX) with actual evaluations of leader effectiveness provided by the leader's subordinates and direct supervisor. Although female leaders were rated as more effective than male leaders overall, a fine-grained analysis of leader–subordinate dyads revealed that the male leaders benefited more than the female leaders from the use of transformational leadership in the leader behavior–leader effectiveness relationship. Implications and future research directions are discussed.

Social defense structures in organizations: how A lack of authorization keeps managers from moving to transformational leadership

The systems psychodynamic perspective was used to explore the functioning of a management team at one of the plants of a South African production company experiencing change. The focus was on the impact of social defenses on the leadership style being exercised. During a day long consultation session with the team a dynamic of control and dependency was observed. The transactional culture that can be regarded as “normal,” in this environment, actually became part of a defense strategy, resulting in dependency and a lack of authorization that limited the use of transformational leadership. A lack of clarity in terms of role and boundary definitions furthermore resulted in a struggle in terms of interrelatedness and a lack of interdependent functioning at a system's level.

Transformational leadership: moving total quality management to world-class organizations.

Transformational values and competencies will become critically important by the year 2001 if we are to achieve a health system that fosters community well-being and basic care for all, financed through a combined public-private partnership that is cost effective and uses treatments that unite body, mind and spirit. This article will focus on the use of transformational leadership as a strategy to move health-care organizations beyond traditional values and approaches by building upon the core values of total quality management (TQM). Learning organizations will emerge and finally world-class organizations will evolve, combining the characteristics of total quality and learning organizations, and more. A world-class organization can be described as being the best in its class or better than its competitors in the community, state, nation or world.

Transformational leadership and emotional intelligence: an exploratory study

Investigated whether emotional intelligence (EQ) is associated with the use of transformational leadership in 49 managers. Managers completed questionnaires assessing their own emotional intelligence and attributional style; their subordinates (n = 187) provided ratings of their transformational leadership. Controlling for attributional style, multivariate analyses of covariance showed that three aspects of transformational leadership (i.e. idealized influence, inspirational motivation, and individualized consideration) and constructive transactions differed according to level of emotional intelligence. In contrast, no multivariate effects emerged for transactional leadership (i.e. laissez faire or management‐by‐exception). Some suggestions for future research are offered.