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Education is one of the bases first for realizing ambition development economy and prosperity for whole citizens. In terms of this education is one determinant quality source of energy people and the position of education in the process of development is very important. Learning could increase on-site skills and productivity work share results best, and influence the development process economy of a country. Study this carried out at the Bogor State University PGRI. Study this use study quantitative. In research, this, step of methodological data analysis begins with an analysis of statistics descriptive, an analysis of location research, and an analysis path. Leadership is transformational (X1) for involvement professional (Y), coefficient path (y1) = 0.304, 2) Private value (X2) for involvement professional (Y), coefficient path (y2) = 0.231, 3) satisfaction work profession involvement (X3) (Y), coefficient path (y3) = 0.324, 4) convert leadership organization (X1) against satisfaction work (X3), value coefficient path (Beta 31) = 0.285, 5) value coefficient path (32) = 0.492, 6) destination work (X3) value private (X2). because of that, to increase participation professionals need to strengthen leadership transformative and value personal as a variable exogenous, with satisfaction work as a variable intervention. more...

The present study examined the associations of transformational leadership behaviors and team cohesion with the psychological health (life satisfaction, positive and negative affect, and burnout) of athletes and the indirect relationship of basic psychological needs. The sample consisted of 252 (boys) players aged between 13 and 15. The model data fit was also verified. The results demonstrated that the transformational leadership behaviors of coaches were indirectly related to athletes' psychological health. Team cohesion was related to athletes' psychological health both directly and indirectly. Basic psychological needs played an indirect role in these relationships. Transformational leadership and team cohesion have important implications for the healthy development of young people. more...

Głównym celem artykułu jest analiza transformacji stylu przywództwa głównych instytucji Unii Europejskiej (Rady Europejskiej, Komisji Europejskiej, Parlamentu Europejskiego) i jego wpływu na działania unijne, podejmowane w zakresie rewizji polityki wschodniej UE, do których doszło w następstwie nielegalnego pełnowymiarowego ataku Rosji na Ukrainę w dniu 24 lutego 2022 roku. W związku z powyższym szczególną uwagę poświęcono omówieniu kwestii ukraińskiej jako czynnika bezpośrednio wpływającego na zmianę pozycji głównych politycznych aktorów europejskich (zarówno indywidualnych, jak i zbiorowych) wobec roli UE jako siły strukturalnej w regionie Partnerstwa Wschodniego. Ponadto nacisk jest położony na główne kwestie wpływające na skuteczność procesów demokratyzacji w Ukrainie po wyborach parlamentarnych i prezydenckich 2019 roku. Kolejnym zadaniem jest ocena działań podejmowanych przez instytucje unijne w celu wsparcia procesów europeizacji w Ukrainie oraz przedstawienia możliwych kierunków współpracy w okresie post wojennym. The main purpose of the article is to analyze the transformation of the leadership style of the main institutions of the European Union (European Council, European Commission, European Parliament) and its impact on EU activities undertaken in the field of revision of the EU’s eastern policy, which took place in the aftermath of Russia’s illegal full-scale attack on Ukraine on February 24, 2022. In connection with the above, special attention was paid to discussing the Ukrainian issue as a factor directly affecting the change in the position of the main European political actors (both individual and collective) towards the role of the EU as a structural force in the Eastern Partnership region. In addition, emphasis is placed on the main issues affecting the effectiveness of democratization processes in Ukraine after the 2019 parliamentary and presidential elections. Another task is to assess the activities undertaken by EU institutions to support the Europeanization processes in Ukraine and to present possible directions of cooperation in the post-war period. more...

Despite the fact that the reliance on project teams and project-based organizations has significantly increased over the past decades, previous meta-analyses paid no attention to the examination of leadership styles in the context of projects. The purpose of this study was to meta-analytically synthesize and investigate the contradictory evidence on the effects of transformational leadership and transactional leadership on project success. The study also examined several project-level and country-level moderators in such effects. The study used 64 effect sizes from 41 primary studies on projects to examine the proposed relationships. The findings suggested that transformational leadership had a stronger effect on project success than transactional leadership. The results further indicated that project-level factors (i.e., project size and project type) moderated the relationships of leadership styles with project success. Moreover, the country-level factors (i.e., power distance, collectivism, and economic status of the country) also moderated some of the relationships. Theoretical and practical implications are provided in the end. more...

Purpose: This research aims to analyze the relationship between transformational leadership and organizational commitment according to teachers' perceptions. Design/Methodology/Approach: This research was designed as descriptive and relational research and was conducted using the mixed method. The research population comprises 1757 middle and high school teachers working in the Kızıltepe district of Mardin province during the 2020-2021 academic year. The sample consists of 338 teachers. Findings: As a result of the research, it was revealed that school managers exhibited a very high level of transformational leadership characteristics according to teachers' opinions. It was found that the highest mean among the sub-dimensions belonged to the idealized influence dimension. While there was no significant difference between the independent variables, such as gender, age, level of employment, education level, and the time worked with the manager, a significant difference was found between the transformational leadership and the seniority variable. When the organizational commitment levels of the teachers were examined, it was found that their commitment was at a high level. Teachers stated that they were most emotionally committed to their organizations. There was no significant difference between teachers' organizational commitment and independent variables. When the relationship between transformational leadership and organizational commitment was examined, medium-level and positive relationships were found at the general and sub-dimensions. Data obtained from interviews with teachers also support these results. In addition, the findings obtained from the interviews with the teachers within the scope of the qualitative part of the study support the findings obtained in the quantitative part. Highlights: As a result of the findings obtained from this research and the literature review, it can be concluded that transformational leadership positively affects teachers' organizational commitment. With the school manager's transformational leadership behaviors, the teachers' organizational commitment levels can be increased. more...

PURPOSE OF THE STUDY: Leaders are bestowed with the bigger responsibility of channelling all the efforts and activities of their subordinates towards achieving the organisational goals and objectives. Effective and supportive leadership determines the success or failure of the organisation. Management at all levels needs to understand that organisational performance, which is realised through an engaged workforce, is a direct consequence of how people are managed and led. This article investigates the influence of transformational leadership on employee engagement in a taxation organisation within the KwaZulu-Natal region DESIGN/METHODOLOGY/APPROACH: The study utilised mixed methods to collect data. This means that both quantitative and qualitative data collection methodologies were utilised. From the quantitative data analysis aspect, 231 questionnaires were dispatched to the personnel in the organisation. Eighteen interviews were conducted FINDINGS: It was discovered that idealised influential leadership practices fostered teamwork and a collective sense of mission (purpose) and made employees feel valued. It was further found that the character of the leader was a very important attribute, as this considered their moral and ethical conduct RECOMMENDATIONS/VALUE: Based on the findings, it is recommended that organisations should make concerted efforts to become employee-centred and promote more employee engagement. If employees are happy and engaged, they will feel motivated, and this can increase their performance, which will inevitably improve organisational performance. It was further recommended that leaders could model healthy relationships and encourage staff to get to know each other by making time to socialise inside and outside of work MANAGERIAL IMPLICATIONS: The idealised influence leadership style makes employees feel valued, and feeling valued makes them part of the team, and they are able to contribute meaningfully to decision-making and direction. Idealised influence promotes trust, and when employees are trusted, their levels of engagement improve. It also promotes job satisfaction JEL CLASSIFICATION: M12 more...

Today's increasingly digitalized world has paved the way for the implementation of new leadership styles with the increasing competition. In this context, transformational leaders who are the representatives of change come to the fore, and transformational leaders create a common vision with the employees and guide them to increase their performance. In this study, it is aimed to determine the mediating role of organizational commitment in the effect of transformational leaders, with whom employees are in contact while working in the business environment, on the innovative behavior tendencies of the employees. Within the scope of the research universe, it was planned to apply an online questionnaire to 350 people working in the retail sector in İstanbul and Bandırma, and an online questionnaire was applied to 332 people working in the retail sector. As a result of the analyzes applied, it was determined that organizational commitment plays a partial mediating role in the effect of transformational leadership on the innovative behavior tendencies of the employees. However, the fact that the mediating role of organizational commitment in the relationship between transformational leadership and innovative behavior is not examined in the literature highlights the importance of this study. Purpose: In the study, it is aimed to determine the mediating role of organizational commitment in the effect of transformational leaders on the innovative behavior tendencies of the employees. Methodology: In the study, an online questionnaire study was applied to the employees who continue their work activities by using simple random sampling method. Results: As a result of the study, it was determined that organizational commitment has a partial mediating role in the effect of transformational leadership on the innovative behavior tendencies of the employees. Originality: The fact that the mediating role of organizational commitment in the relationship between transformational leadership and innovative behaviors of employees is not examined in the national and international literature makes this study unique and important., Günümüzün giderek dijitalleşen dünyası, rekabetin giderek artmasıyla birlikte yeni liderlik tarzlarının uygulanmasına zemin hazırlamıştır. Bu kapsamda değişimin temsilcisi olan dönüşümcü liderler ön plana çıkmaktadır ve dönüşümcü liderler, işgörenler ile ortak vizyon oluşturarak işgörenlerin performanslarını yükseltmeleri için yol göstermektedirler. Bu çalışmada, işgörenlerin iş ortamında çalışırken iletişim halinde olduğu dönüşümcü liderlerin işgörenlerin inovatif davranış eğilimleri üzerindeki etkisinde örgütsel bağlılığın aracılık rolünün belirlenmesi amaçlanmıştır. Araştırma evreni kapsamında, İstanbul ve Bandırma’da perakende sektöründe çalışan 350 kişiye online anket uygulanması planlanmış ve perakende sektöründe çalışan 332 kişiye online anket çalışması uygulanmıştır. Uygulanan analizlerin sonucunda dönüşümcü liderliğin işgörenlerin inovatif davranış eğilimleri üzerindeki etkisinde örgütsel bağlılığın kısmi aracılık rolünü üstlendiği belirlenmiştir. Bununla birlikte literatürde dönüşümcü liderlik ile inovatif davranış arasındaki ilişkide örgütsel bağlılığın aracılık rolünün irdelenmemesi, bu çalışmanın önemini vurgulamaktadır. Amaç: Çalışmada, dönüşümcü liderlerin işgörenlerin inovatif davranış eğilimleri üzerindeki etkisinde örgütsel bağlılığın aracılık rolünün belirlenmesi amaçlanmaktadır. Metodoloji: Çalışmada, çalışma faaliyetini sürdüren işgörenlere basit tesadüfi örnekleme yöntemi kullanılarak online anket çalışması uygulanmıştır. Bulgular: Çalışmanın sonucunda, dönüşümcü liderliğin işgörenlerin inovatif davranış eğilimleri üzerindeki etkisinde örgütsel bağlılığın kısmi aracılık rolü olduğu belirlenmiştir. Özgünlük: Ulusal ve uluslararası literatürde dönüşümcü liderlik ile işgörenlerin inovatif davranışları arasındaki ilişkide örgütsel bağlılığın aracılık rolünün irdelenmemesi, bu çalışmayı özgün ve önemli kılmaktadır more...

This study was to investigate the mediating role of teachers’ trust in the relationship between transformational leadership of school leaders and teachers’ self-efficacy among public school teachers in the Magsaysay North and South Districts. A stratified random sampling technique was used, which included 315 teachers as respondents. Through non-experimental quantitative mediation analysis utilizing path analysis, validated questionnaire, mean, regression techniques, and Pearson r, results showed significant relationships between transformational leadership of school heads and self-efficacy of teachers. There was no mediation on the impact of teachers’ trust on the connection between transformational leadership and teachers’ self-efficacy in public school teachers. Thus, teachers’ trust is not one of the causes why transformational leadership of school heads can influence teachers’ trust in public school teachers. It cannot account for the relationship between the two variables. more...

Research that combines dark triad traits and positive leadership styles or outcomes is welcome but still scarce. A quasi-experimental study investigated the mediating role of transformational leadership in linking dark triad leader traits with followers’ extra effort, leadership effectiveness, satisfaction with a leader and the moderating role of culture to these relationships. The moderated mediation model was tested with data from 189 respondents (109 from Lithuania and 80 from Turkey). Participants were asked to answer sociodemographic questions, read one out of five scenarios with hypothetical leaders, and rate those leaders with Dirty Dozen and Multifactor Leadership Questionnaires. Results showed that transformational leadership mediated the relationships for dark triad leader traits with followers’ extra effort, leadership effectiveness and satisfaction with a leader. Conditional indirect effects of a leader’s dark triad traits on three leadership outcomes (followers’ extra effort, leadership effectiveness and satisfaction with a leader) were significant only for Lithuanians. Negative traits were related to less positive outcomes through lower transformational leadership. This effect was stronger in the Lithuanian sample., Istraživanja koja kombiniraju osobine tamne trijade i pozitivne stilove ili ishode vodstva poželjna su, ali još uvijek rijetka. Medijatorska uloga transformacijskoga vodstva u povezivanju osobina tamne trijade kod vođe s dodatnim naporima sljedbenika, učinkovitošću vodstva i zadovoljstvom vođom te moderirajuća uloga kulture u tim odnosima provjerena je kvazieksperimentalnim nacrtom. Model moderirane medijacije testiran je s podacima prikupljenima na 189 ispitanika (109 iz Litve i 80 iz Turske). Sudionici su odgovorili na sociodemografska pitanja, pročitali jedan od pet scenarija s opisom hipotetskih vođa i ocijenili vođe pomoću upitnika Prljavih dvanaest i Višefaktorskoga upitnika rukovođenja. Prema dobivenim je rezultatima transformacijsko vodstvo posredovalo u odnosima osobina tamne trijade kod vođe s dodatnim naporima sljedbenika, učinkovitošću vodstva i zadovoljstvom vođom. Uvjetni neizravni učinci osobina tamne trijade kod vođe na tri ishoda vodstva (dodatni napori sljedbenika, učinkovitost vodstva i zadovoljstvo vođom) bili su značajni samo za Litavce. Negativne osobine bile su povezane s manje pozitivnim ishodima kroz niže transformacijsko vodstvo. Taj je učinak bio jači u uzorku sudionika iz Litve. more...

As organizations increasingly view information as one of their most valuable assets, which supports the creation and distribution of their products and services, information security will be an integral part of the design and operation of organizational business processes. Yet, risks associated with cyber attacks are on the rise. Organizations that are subjected to attacks can suffer significant reputational damage as well as loss of information and knowledge. As a consequence, effective leadership is cited as a critical factor for ensuring corporate level attention for information security. However, there is a lack of empirical understanding as to the roles strategic leaders play in shaping and supporting the cyber security strategy. This study seeks to address this gap in the literature by focusing on how senior leaders support the cyber security strategy. The authors conducted a series of exploratory interviews with leaders in the positions of Chief Information Officer, Chief Security Information Officer, and Chief Technology Officer. The findings revealed that leaders are engaged in both transitional, where the focus is on improving governance and integration, and transformational support, which involves fostering a new cultural mindset for cyber resiliency and the development of an ecosystem approach to security thinking. Managerial relevance statement Our findings provide interesting insights for managers particularly those in the role of Chief Information Officers (CIOs), Chief Security Information Officers (CSIOs), and Chief Technology Officers (CTOs). We propose a Cyber Security Strategy Framework (CSSF) which can be used by these information/technology managers to design an effective organizational strategy to develop cyber resilience in their organization. Our framework suggests that managers should focus on transitional and transformational support. The transitional support focuses on improving governance and integration whereas transformational support focuses on the emphasis of fostering a new cultural mindset for cyber resiliency and the development of an ecosystem approach to security thinking. Our findings provide good evidence showing how leaders can support more effective cyber security initiatives. more...

This research aims to understand the contribution of transformational leadership to employee Portuguese startups’ creativity. An empirical study was conducted using a quantitative methodological approach, with the application of an online questionnaire sent to Portuguese startups. 102 employee responses were validated. The results obtained showed the existence of a positive and significant relationship between transformational leadership and creativity in Portuguese startups. Therefore, we conclude that it is recommended that startups use this leadership style so that, as a consequence, they can obtain higher results in terms of organisational creativity. more...

Purpose: This study aims to analyze the role of Transformational Leadership on Innovative Work Behavior, and Transformational Leadership on Knowledge sharing and Knowledge sharing on Innovative Work Behavior of Public Organizations in the digital era. Design/Methodology/Approach: This research uses quantitative research methods. The dimensions of transformational leadership are idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration). & The variable dimension of knowledge sharing is knowledge donating and knowlede collecting. The dimensions of innovative behavior are idea exploration, idea generation, idea championing, and idea implementation. The population in this study are senior employees of public organizations. Respondents in this study were 454 senior employees of public organizations who were determined by simple random sampling method. Data was collected through an online questionnaire using a Likert scale using a scale of 7. Data analysis in this study used Partial Least Square structural equation modeling (SEM) with the SmartPLS 3.0 software data processing tool. The stages of data analysis begin with testing the validity and reliability of the instrument, determination and finally testing the hypothesis. Findings: Transformational leadership has a significant positive effect on behaviour Innovative, transformational leadership has a significant positive effect on knowledge sharing, knowledge sharing has no significant effect on innovative work behavior. Practical implications: The findings of this study can be used by public organizations to attract innovative work behavior. Moreover, for academics, it can support new knowledge as well as supporting theories. Original/Value: A significant contribution to the body of knowledge is achieved through testing and subsequent confirmation of the effects of Transformational Leadership on Innovative Work Behavior, Transformational Leadership on Knowledge sharing and Knowledge sharing on Innovative Work Behavior of Public Organizations in the digital era. more...

Among effective management systems, the importance of human resources is increasing. Employee performance is one of the most important factors affecting success. Therefore, human resource management in an organization has become one of the most critical functions of a company. The purpose of this study is to determine the variables that affect employee performance and develop a basic theoretical model and a research model. This study uses an associative descriptive quantitative method with a sample of 152 respondents who are employees of PT PLN Cilegon Managing Unit. Improving employee performance can be done by adjusting and upholding the application of organizational cultural values. To be able to improve employee performance can be done by increasing transformational leadership. Enhancing corporate culture can be done by adjusting and upholding the application of organizational cultural values. To be able to improve employee performance can be done by increasing work motivation. This research is expected to provide a theoretical contribution to the literature in the context of human resource management. more...

Uslijed svakodnevnih promjena u poslovnom svijetu te potrebe za brzim i ispravnim prilagođavanjem zaposlenika zahtjevima radne okoline pokazalo se bitnim detektirati radne uvjete i atmosferu koja pridonosi pojavi psihološke sigurnosti te definirati njene posljedice. Cilj je ovog istraživanja bio ispitati prediktore psihološke sigurnosti te njene posljedice, odnosno ispitati ulogu roda nadređenog, roda podređenog, sektora, veličine organizacije te transformacijskog vodstva u predviđanju psihološke sigurnosti te njenu povezanost s radnom angažiranošću i namjerom za napuštanjem organizacije. Istraživanje je provedeno na 547 zaposlenih koji su trebali dati svoje procjene na nizu upitničkih mjera. Uz iznimku transformacijskog vodstva koje je bilo značajno pozitivno povezano s kriterijem, nijedan preostali prediktor nije bio statistički značajno povezan sa psihološkom sigurnošću. Nadalje, psihološka sigurnost pokazala je značajnu pozitivnu vezu s radnom angažiranošću te značajnu negativnu vezu s namjernom napuštanja organizacije. Psihološka se sigurnost pokazala značajnim prediktorom navedenih kriterija, i pri kontroli roda nadređenih i podređenih, sektora (vlasništva) i veličine organizacije. Dobivene rezultate komentiramo u kontekstu prijašnjih istraživanja, definiramo praktične implikacije i ograničenja istraživanja te navodimo prijedloge za buduća istraživanja. Due to the daily changes in the business world and the need for quick and correct adaptation of employees to the requirements of the work environment, it is essential to detect the working conditions and atmosphere that contribute to the phenomenon of psychological safety and to define its consequences. The aim of this research was to examine the predictors of psychological safety and its consequences, meaning to examine the role of supervisor's gender, subordinate's gender, sector, organization size and transformational leadership in predicting psychological safety and its connection with work engagement and turnover intention. The research was conducted on 547 employees who had to give their assessments on a series of questionnaire measures. With the exception of transformational leadership, which was significantly positively correlated to the criterion, none of the remaining predictors was statistically significantly correlated to psychological safety. Also, psychological safety showed a significant positive relationship with work engagement and a significant negative relationship with turnover intention. Psychological safety proved to be a significant predictor of the mentioned criteria, while controlling for supervisor's and subordinate's gender, sector (ownership) and organizational size. We comment on the obtained results in the context of previous research, define practical implications and limitations of the research and list suggestions for future research. more...

Purpose: The aim of this study is to examine whether transformational leadership will significantly affect lecturer engagement and whether job resources will mediate the effect of transformational leadership on lecturer engagement. Theoretical framework: Recent literature has reported that job resources and transformational leadership strongly influence employee engagement. Job resources mediate the effect of transformational leadership on employee engagement. Design/methodology/approach: This study applied non-probability sampling and collected 102 samples from lecturers from urban private universities, especially in Jakarta and other big cities. SEM-PLS is used as a tool to calculate data statistically. Findings: The study's results prove that transformational leadership has a positive and significant effect on engagement, as does job resources. Furthermore, job resources are proven to mediate the effect of transformational leadership on engagement. Research, Practical & Social implications: The results of this research imply that organizations, especially private universities can present and influence transformational leaders to lead organizations and improve job resources that lecturers or employees can access Originality/value: The value of the study is the first study on transformational leadership in Indonesia urban private universities. more...

Purpose: The purpose of the study was to identify the mediating role of trust between transformational leadership, knowledge management and employee innovation among the employees of customs department Dubai United Arab Emirates. For meeting the objectives of the study and to test the framework of the study, the current study collected data from the employees of custom department of Dubai. Theoretical framework: Employee innovation is considered as a key participant in organizational success. Leadership plays a significant role in developing employee innovation; however, it becomes successful only when the leader succeeds in developing trust among the employees. Design/methodology/approach: The data has been collected from 371 employees and structural equation modelling has been applied to test the relationships and mediation analysis. Findings: The findings revealed that both leadership and knowledge management have a significant impact over employee innovation. Likewise, trust significantly mediate the relationship between transformational leadership, knowledge management and employee innovation. Research, Practical & Social implications: The research opens the horizons for several other studies to explore other influencing variables for promoting employee innovation Originality/value: Provide a more nuanced and integrated perspective on how leadership and knowledge management affect trust and, eventually, employee innovation by evaluating them together, even though our examination of existing studies reveals that they were evaluated independently so far. more...

Purpose: The study intends to assess the effect of transformational leadership on the job satisfaction of government employees in Jordan in order to further investigate this phenomenon. Theoretical framework: Worldwide public sector companies were facing numerous operational difficulties as a result of the Corona pandemic. Among the most important steps implemented to prevent viral spread are lockdowns and social seclusion. However, strategic management and leadership can support overcoming existing difficulties. Design/methodology/approach: Using an acceptable sample technique, the researchers chose the respondents from among human resource staffers working for public sector organizations. Additionally, regression analysis supported the suggested association between the study variables. Findings: The findings showed a significant positive association between transformative leadership and employees' happiness with their jobs in human resources. Research, Practical & Social implications: It has been discovered that, despite the COVID-19 epidemic, transformational leaders support their teams' productivity, which raises commitment to the organization and employee job satisfaction. Originality/value: Regarding the function of transformative leaders, participants also expressed satisfaction and confidence. The researchers advised undertaking additional research to emphasize the importance of leadership in strategically implementing administrative procedures amid global crises at all levels. more...

Leaders that focus on preventing risks and promoting safe and healthy behaviors are essential to reducing workplace accidents and illnesses, particularly in a changing environment where technology and the complex interconnection of systems create emerging risks with unpredictable consequences for employee wellbeing and organizational productivity. In that sense, this multiple focus group study with 32 experts in occupational safety and health (OSH) aims at providing valuable insight into the most effective strategies for promoting health and productivity in a changing context. Results indicate that a safety and prevention culture is crucial for successful risk prevention and management, with commitment required from both top management and workers. Moreover, transformational leadership is identified as a key to achieving a safety and prevention culture. In addition, training is considered a pivotal mechanism to introduce appropriate safety practices into daily work routines. This requires an interdisciplinary, integrated, and collaborative perspective. Finally, integrating risk prevention into higher education prepares professionals to face current labor market challenges. These results can guide decision making for both training OSH professionals and introducing effective OSH practices in organizations. more...

Purpose: The current study aims to investigate the mediating role of organizational learning (OL) on the relationship between transformational leadership (TFL) and employee creativity (EC) in Vietnamese SMEs. Theoretical framework: The world underwent enormous and ongoing changes in SMEs after the Covid-19 pandemic. Leaders and employees must be more effective and adaptive to enhance systems and processes and meet client requests. Recently, SMEs in Vietnam have struggled to improve CEOs and staff with the professional credentials necessary to compete in the market and integrate. Design/methodology/approach: The framework and hypotheses were examined using SEM on SPSS and AMOS software to analyse the data after receiving 397 valid responses from SMEs in Vietnam. Findings: Findings confirmed that TFL positively affects EC and OL. The role of individual motivation on individual consideration outweighs those of the other characteristics of TFL. OL played a partly mediator role in the relationship between TFL and EC. Research, Practical & Social implications: This study provides an inventory of knowledge about the reality of OL and its mediating role on the relationship between TLF and EC, which contributes to enriching the library in overall and Vietnamese in specific in this subject. Originality/value: This paper is one of the first papers in the Vietnamese SMEs context to address the mediating effect of OL between TLF and EC. more...

Purpose: The objective of this research is to determine the impact of transformational leadership, job satisfaction and interpersonal communication on the organizational commitment of staff and on the behavior of citizens of the Tax Agency. Theoretical framework: The hypothesis is a temporal connection that must be answered in the investigation and must find the facts that must be collected and examined; The idea is a quick question, or the belief that you have to look for a truth based on the framework of previous thought, and a previous study of several researchers that can be understood as this hypothesis. Design/methodology/approach: The data analysis method uses structural equation modeling (SEM) analysis. Modeling structural equations is used to analyze data (SEM). The data collection technique is carried out through a questionnaire in which a questionnaire is offered to respondents taking the examination, including civil servants. Findings: The results of the structural study of transformative leadership, job satisfaction, interpersonal communication and organizational commitment influence the behavior of citizens of the tax office Research, Practical & Social implications: . In addition, the results of this study show that transformative leadership affects, above all, the commitment of the entity with a employee of the Tax Agency. Originality/value: Transformative leadership, job satisfaction and interpersonal commitment influence the entity's commitment to the Tax Agency, which means improving the activity of any High school worker, to transform leadership and turn leadership into a transformation of workers' organizational engagement. more...

Η παρούσα ερευνητική εργασία είχε ως στόχο να εξετάσει τη σχέση της μετασχηματιστικής και συναλλακτικής ηγεσίας με τη γνωστική και συναισθηματική ταύτιση των εργαζομένων μέσω της καλλιέργειας των οργανωσιακών αξιών υποστήριξης, καινοτομίας, στοχοθεσίας, και κανόνων. Το δείγμα της έρευνας αποτέλεσαν 367 εργαζόμενοι από 30 διαφορετικές μονάδες ενός μεγάλου δημόσιου οργανισμού. Για τον έλεγχο των ερευνητικών υποθέσεων χρησιμοποιήθηκε η πολυεπίπεδη ανάλυση (Multilevel Structural Equation Modeling, MSEM). Εξετάστηκε ηδιαμεσολάβηση της αντιληπτής καινοτομίας και υποστήριξης στη σχέση μεταξύ μετασχηματιστικής ηγεσίας και των δύο διαστάσεων της οργανωσιακής ταύτισης, όπως και η διαμεσολάβηση της αντιληπτής στοχοθεσίας και κανόνων στη σχέση μεταξύ συναλλακτικής αμοιβής βάσει επίδοσης και συναισθηματικής ταύτισης. Τα αποτελέσματα έδειξαν ότι η μετασχηματιστική ηγεσία σχετίζεται θετικά μόνο με τη γνωστική διάσταση της ταύτισης, ενώ η συναλλακτική αμοιβή βάσει επίδοσης σχετίζεται θετικά και με τις δύο διαστάσεις της ταύτισης. Η μετασχηματιστική ηγεσία βρέθηκε να σχετίζεται θετικά με την αντίληψη της κουλτούρας του οργανισμού στη βάση των αξιών της υποστήριξης, της καινοτομίας, των κανόνων και της στοχοθεσίας, ενώ η συναλλακτική αμοιβή βάσει επίδοσης σχετίζεται θετικά με τον αξιακό προσανατολισμό των στόχων και της υποστήριξης. Τα αποτελέσματα επίσης έδειξαν ότι η καινοτομία α) διαμεσολαβεί τη σχέση ανάμεσα στη μετασχηματιστική ηγεσία και τη συναισθηματική ταύτιση, αλλά αντίθετα με τις υποθέσεις μας σχετίζεται αρνητικά με τη συναισθηματική ταύτιση, και β) δεν διαμεσολαβεί τη σχέση της μετασχηματιστικής ηγεσίας με τη γνωστική ταύτιση. Επίσης, η υποστήριξη βρέθηκε να διαμεσολαβεί τη σχέση της μετασχηματιστικής ηγεσίας και με τις δύο διαστάσεις της ταύτισης. Τα ευρήματα δείχνουν ότι η ηγετική συμπεριφορά, ως μια διαδικασία κοινωνικής επιρροής, σχετίζεται με την οργανωσιακή ταύτιση κυρίως μέσω της καλλιέργειας της υποστήριξης. Τα συμπεράσματα που προκύπτουν από τα ευρήματα συζητούνται ως προς τις θεωρητικές τους προεκτάσεις και τις εφαρμογές τους στην οργανωσιακή πρακτική., The purpose of this study was to examine the relation between transformational/transactional leadership and organizational identification as mediated by the cultivation of support, innovation, goal, and rules of organizational values. Survey data were provided by 367 employees of a large public organization, who were nested in 30 different organizational units. Multilevel Structural Equation Modeling (MSEM) was used to test the mediating effect that support and innovation values have in the link between transformational leadership and the two facets of organizational identification, and the mediating role of perceived goal and rules values in the relation between transactional contingent reward and affective identification. The MSEM results showed that transformational leadership was positively related only to cognitive identification, whereas transactional contingent reward was positively related to both facets of identification. Transformational leadership was found to be positively related to the subjective perception of organizational culture as supportive, innovative, goal-oriented, and rule-oriented, while transactional contingent reward was found to be positively related to perceived goal and support values. The findings also showed that a) innovation mediated the relation between transformational leadership and affective identification but, contrary to our hypothesis, innovation had a negative effect on affective identification, and b) the indirect effect of transformational leadership on cognitive identification via innovation values was not significant. Moreover, it was found that support values act as a mediator in the relation of transformational leadership with both dimensions of identification. These findings showed that leadership as a social influence process was relat’d to members' identification with their work organization primarily via the cultivation of support organizational values. The practical applications from a human resource perspective in organizational contexts are also discussed. more...

This study aims to investigate the relationship between transformational leadership and transactional leadership, as a job resource and contextual performance as a work outcome, mediated by work engagement and moderated by trait mindful awareness as a personal resource. Some researchers highlight work engagement as a mediating mechanism between job resources and individual outcomes, while others suggest that personal resources may improve employees’ awareness of the job resources around them and, in turn, improve their performance. Notably, empirical evidence shows that the moderation of trait mindful awareness is not synergistic, but compensatory, along with the “substitutes for leadership theory.” Data were collected from employees in the United States via the online Amazon Mechanical Turk platform. A total of 282 respondents were randomly assigned to one of two vignettes—one reflecting transformational and one reflecting transactional leadership. The findings revealed that the positive relationship between transformational leadership and contextual performance is partially mediated by work engagement. Mindful awareness significantly strengthens the relationship between transformational leadership and work engagement. This study contributes to the literature by providing further empirical evidence on the inconclusive contextualization of mindful awareness as a personal resource. more...

Purpose The purpose of this study is to explore the role of employees’ underlying implicit person theories in the relationship with innovative work climate and proactive behaviour at work. First, the authors study how an employee’s implicit person theory (IPT), or the domain-general implicit belief about the development potential of people’s attributes, relates to learning goal orientation and proactive learning and entrepreneurial behaviour at work. Second, the authors investigate how employees’ perception of their work climate is associated with this IPT. Design/methodology/approach The authors set up an exploratory study relying on survey data from a sample of 498 professionally active Flemish adults and analysed a correlational path through SEM. Findings The authors found that holding an incremental IPT (i.e. believing in the development potential of people’s attributes) positively relates to proactive learning and entrepreneurial behaviour. Moreover, the authors found that employees working in an innovative work climate are more likely to hold an incremental IPT. Originality/value This study offers indications that IPT is a relevant explanatory variable in the relationship between innovative work climate on the one hand and learning goal orientation, learning work behaviour and entrepreneurial work behaviour on the other hand. As such, this study suggests that IPT is a promising concept that can be actively endorsed as a relevant underlying psychological process variable for fostering learning and entrepreneurial behaviour in organizations. more...

Many local authorities are governed by a dual governance structure involving a political governing board and a chief administrative officer (CAO). The question if both strategic actors should collaborate has been long debated. The politics-administration dichotomy perspective advocates independence, while the complementarity view eulogizes interdependence. But, what is the appropriate level of governing board involvement during strategy implementation? We use data of 96 Flemish local authorities’ CAOs to investigate if specific strategic board role behaviours (SBRBs) stimulate governing board-CAO information sharing and, subsequently, foster strategy implementation effectiveness. Results confirm the relevance of overseeing SBRB in combination with information sharing. more...

Resumen. Esta investigación replica el estudio de la influencia de los estilos de liderazgo en el comportamiento innovador de cadetes peruanos de Norena-Chavez et al. (2021), esta vez con oficiales de la Escuela Superior de Guerra del Ejército del Perú. Se empleó una muestra aleatoria de 103 oficiales de mandos medios. Los datos se evaluaron mediante el modelamiento de ecuaciones estructurales utilizando mínimos cuadrados parciales (PLS-SEM). Se encontró una influencia estadísticamente significativa de los estilos de liderazgo estudiados sobre el comportamiento innovador de los oficiales, aunque con una mayor influencia mostrada por el estilo de liderazgo transformacional respecto al liderazgo transaccional. Esta investigación contribuye a profundizar la comprensión de la relación de los estilos de liderazgo y del comportamiento innovador en el ámbito militar. Abstract. This research replicates the study of the influence of leadership styles on the innovative behavior of Peruvian cadets by Norena-Chavez et al. (2021), this time with officers from the Escuela Superior de Guerra del Ejército del Perú, involving a random sample of 103 middle command officers. The data were evaluated by structural equation modeling using partial least squares (PLS-SEM). A statistically significant influence of the leadership styles studied on the innovative behavior of the officers was found, with a higher influence shown by the transformational leadership style than transactional leadership. This research contributes to a deeper understanding of the relationship between leadership styles and innovative behavior in the military. more...

Executives in family firms are often confronted with emotionally loaded issues, in part due to the need to include the interests of the owning family. Given this context, we hypothesize how high family-firm performance is affected by the emotional intelligence (EI) of a family-based CEO and top-management team (TMT), in addition to the CEO's transformational leadership (TFL) and TMT's behavioral integration. Survey measures were taken from a random sample of 72 CEOs of German family firms and 245 members of their TMTs. We found that TMT behavioral integration mediates between CEO TFL and objective firm performance while CEO EI is significantly related to both CEO TFL and TMT EI. Implications are discussed for future research thereby suggesting an extension to upper-echelon theory. more...

During the past quarter-century, digital technologies-based innovations for creating, communicating, and delivering products of value to customers have significantly risen in importance to the competitiveness of firms. Digital technologies-based innovations have been transformational in numerous ways, such as their impact on firms’ marketing behaviors, consumers’ search and buying behaviors, and the structural characteristics of markets and industries. Against this backdrop, this article provides a perspective on the evolution of research and practice in digital product innovations and digital marketing innovations. Specifically, the article focuses on (a) innovations for the greater good in the domain of the former and (b) direct and mediated communications through social media platforms and omnichannel marketing in the domain of the latter. In respect of each of the above, the article provides an overview of the evolution and current state of the field, highlights certain current issues and the trajectory of the field, and proposes directions for future research. more...

In 2000, the Institute of Medicine (IOM) published To Err Is Human: Building a Safer Health System, highlighting medical errors resulting from failure in perception, assumption, and communication. The handover process is a high-risk activity prone to the communication vulnerabilities described in the IOM report. The handover project started as a 3-month pilot with plans to expand to the entire facility. The handover education had 4 elements: questionnaire, presentation, video, and simulation. Compliance with the new process was measured using audits completed by the unit managers. Sixty-four registered nurses on 2 acute units were educated by nurse champions. After a successful implementation, the surge of COVID-19 patients in spring of 2020 required us to adjust expectations regarding bedside handover. As the number of hospitalized COVID patients began to decrease, we reinvigorated the project and re-established the expectation that handover be performed at the bedside. A post-questionnaire was completed after implementation and revealed more favorable responses toward bedside handover. We also saw improvements in our patient satisfaction scores (Hospital Consumer Assessment of Healthcare Providers and Systems [HCAHPS]). With direct observation and a checklist, we were able to return to the practice of bedside handover following the surge of COVID-19 patients. As a direct result of the bedside RN involvement, we created and implemented a handover process that prioritized nursing needs and concerns. Our implementation of this evidence-based practice enhanced patient experience and improved safety. Through education, observational audits, and use of a checklist, we were able to re-establish the expectation and practice of handover being completed at the bedside. more...

The performance of a company is affected by several variables and understanding them and knowing how they work is decisive for management. Therefore, this research aims to address and measure how transformational leadership impacts the employees work. To test the conceptual model, we used survey data from 174 active workers. Data was analyzed using PLS-SEM. Our results reveal that leaders who adopt a Transformational approach allow workers to be more autonomous in their work, the autonomy leverage the existence of efficiency in tasks and processes. Efficiency is also reached through cost savings, which translates into a reduction of unproductive work time. Furthermore, results indicate the mediating effect of efficiency and employee autonomy on the relation between transformational leadership and cost savings and between transformational leadership and unproductive work time. info:eu-repo/semantics/publishedVersion more...

This article offers a framework for critically examining the structures, policies, norms, practices, and values that shape the Urology Match as a foundation for interventions to improve diversity, equity, inclusion, and justice in the workforce. Points of leverage for transformational change in the urology workforce diversification include modifying the structure of the urology application process, optimizing reviewer factors, addressing Under-Represented in Medicine applicant experience, providing resources to applicants, and evaluating selection criteria. To achieve an inclusive diverse urology workforce, we must change policy and practice, expand what we include in the norm, which will translate into increased value ascribed to a more varied cohort of applicants, leading to the establishment of structures that accommodate true diversity. more...

This study established the relationship between transformational and transactional leadership styles, an innovative climate, and administrative innovation. where both innovative climate and administrative innovation represent strategic objectives of contemporary institutions, which are required more than ever to enhance and demonstrate their innovativeness in providing services to their broad audience and meeting their expectations. This prompted these institutions to adopt some modern management and leadership methods, especially transformational and transactional leadership styles, and to create and enhance an innovative climate within them. The findings reveal the importance and role of transformational leadership practices as a major reason to create an innovative climate in addition to achieving administrative innovation within governmental institutions. Furthermore, results confirm that there is no significant effect of transactional leadership style in achieving administrative innovation, despite its importance in creating an innovative climate, which requires deepening research to discover the reasons behind this matter and even research into the possibility of modifying those (transactional) practices. more...

The aim of this research was to investigate the effect of principlas’ transformational leader behaviors on teachers’ organizational commitment. In the research, causal-comparative and relarional survey methods were used. The study group, defined according to convenient sampling method, was composed of 260 public school teachers working in five provinces in the Central Anatolia Region in Turkey. The data was gathered with “Transformational Leadership Scale” and “Teachers’ Organizational Commitment Scale”, in the spring semester of the 2021-2022 academic year. Descriptive statistical analysis, independent groups t-test, test of variance (ANOVA), Pearsons’ corelational analysis and regresion analysis were employed in the analysis phase. The findings showed that both principals’ transformational leadership levels and teachers’ organizational commitment levels were moderate. It was observed that teachers’ perceptions about their principals’ transformational leadership behaviours and organizational commitment levels didn’t show a significant difference among the groups of gender, age and work experience. It was found that there was a significant relationship between principals’ transformational leadership behaviours and teachers’ organizational commitment, and the former was a significant predictor of the latter. It was concluded that principals’ transformational leadership behaviors might be effective in enhancing teachers’ organizational commitment. In this frame practical, theoretical and research recommendations were developed. more...

Vis didesnis kreipiamas dėmesys į darbuotojų gerovę pastebimas tiek viešojo, tiek privataus sektorių organizacijose, kadangi atliekamuose tyrimuose, kurie aiškina su kokio tipo sunkumais darbuotojai susiduria darbo vietoje, išlaiko tendenciją – beveik pusė darbuotojų įstaigose bent kartą yra susidūrę su psichologiniais, socialiniais ar fiziniais sunkumais. Organizacijų vadovai suvokdami investicijos svarbą į darbuotojus mainais gali sulaukti efektyvesnių darbo rezultatų. Tampa svarbus abipusis vadovo ir darbuotojo kuriamas ryšys, o norint, kad jis būtų stiprus vadovas turi gebėti tinkamai vadovauti, kad atlieptų darbuotojų poreikius., More and more attention is being paid to the good observed in both public supply and private sector organizations, because in the conducted studies that explain with which type of difficulties the employees maintain the trend - almost in the establishments of the employees at least once they are in the workplace with psychological difficulties, social issues or physical difficulties. Managers of organizations realizing the importance of investing in employees can get more efficient work results in return. The mutual relationship between manager and employee becomes important, and in order to be strong, a manager must be able to lead properly to meet the needs of employees. more...

Purpose: The aim of this study to examine the relationship between different leadership styles (transformational, transactional, and laissez-faire) and the psychological wellbeing of women entrepreneurs, considering the potential moderating effects of demographic factors. Theoretical framework: The study is grounded in the Full Range Leadership Theory and the theory of psychological wellbeing, with the aim of understanding how different leadership styles may impact the psychological wellbeing of women entrepreneurs. Design/methodology/approach: A cross-sectional survey design was employed, utilizing a purposive sample of 328 women entrepreneurs in India. Data were collected using the Multifactor Leadership Questionnaire (MLQ) and the General Health Questionnaire (GHQ-12). Multiple regression and moderation analyses were conducted to investigate the relationships between leadership styles, psychological wellbeing, and demographic factors. Results: The results indicated that transformational leadership was positively and significantly associated with psychological wellbeing (p < .001), while transactional and laissez-faire leadership styles were negatively and significantly associated with psychological wellbeing (p = .021 and p < .001, respectively). The overall regression model explained 25% of the variance in psychological wellbeing (F(3, 324) = 35.69, p < .001). No significant moderating effects of demographic factors (age, education level, years of experience, and business size) on the relationship between transformational leadership and psychological wellbeing were found (all p > .05). Conclusion: The findings suggest that transformational leadership is beneficial for the psychological wellbeing of women entrepreneurs, whereas transactional and laissez-faire leadership styles may have detrimental effects. The relationship between leadership styles and psychological wellbeing is consistent across different demographic factors, indicating the generalizability of the results. Research, Practical & Social implications: This study has several managerial implications, emphasizing the importance of transformational leadership in promoting psychological wellbeing among women entrepreneurs. Managers and organizations should invest in leadership development, create a supportive organizational culture, and prioritize employee wellbeing, performance management, talent retention, and diversity and inclusion initiatives to foster a conducive environment for women entrepreneurs to thrive. Originality/value: This study addresses a gap in the literature by examining the influence of leadership styles on the psychological wellbeing of women entrepreneurs and exploring potential moderating factors, providing novel insights into the factors that contribute to their success and wellbeing. more...

This study employs a sequential mixed methods design to examine the dynamic roles of leadership, customer orientation, and customer collaboration on the innovation capability and performance of Malaysian hotels. An exploratory qualitative assessment based on semi-structured interviews was conducted to provide a comprehensive understanding of the contextual environment and establish a robust conceptual framework. A confirmatory survey among Malaysian hotel managers allowed for the empirical testing of the hypotheses. The results suggest that customer orientation is a key element that directly promotes hotels' innovation capabilities. The results further show that the influence of customer collaboration on innovation can be enhanced by a transformational leader. Improvements in innovation capabilities have lasting effects on hotel performance, underscoring their strategic importance in the dynamic hospitality sector. These findings offer important implications for top management and decision-making personnel seeking to leverage innovation as a means of improving performance and gaining a competitive edge. more...

This study analyzes the maturity level of work safety culture in oil and gas construction projects at PT. XYZ. The research was conducted during 2022 using questionnaire survey data. The number of respondents who were conducted in this study amounted to 675 with various kinds of positions, work experience, and others. In measuring work safety culture, there are three dimensions, namely: transformational leadership, transactional leadership, and safety climate. The results of this study indicate that three dimensions have an average value with a "calculative" level which is in the early stages towards a proactive culture of safety. This study aims to provide insight to project management to improve safety culture in the oil and gas project area. Improvement of safety can be done by analyzing risks where oil and gas projects have a very high level of risk. Therefore, prioritizing work safety will reduce the number and risk of workers taking unsafe actions so as to reduce the number of incidents in The Project Area. more...

The Indonesian economy will face a world economic crisis. It is predicted that there will be a wave of mass layoffs when facing the global recession in 2023. In addition, today's world has changed rapidly and has entered a new environment. The purpose of this study is to examine how transformational leadership influences work engagement with meaning in work as mediation among Company employees in Salatiga City. The important thing about this research is that it can expedite the company's activities in dealing with economic recession, environmental changes and post-pandemic Covid 19. This scientific study was conducted on the workforce working in the City of Salatiga based on the Central Bureau of Statistics for the City of Salatiga, totalling 103,979 people. Due to limitations, this study's sampling was carried out using calculations with the Slovin formula with a sample size of 100 employees. The sampling method uses a probabilistic sampling method, which equals the probability that each element (member) of the population will be selected as a member of the sample. Sampling using simple random sampling, namely the collection of sample members and the population, is done randomly without regard to the layers in the population. The data analysis technique to answer the research hypothesis uses the Smart Partial Least Square (PLS) tool. The results showed that transformational leadership statistically has a positive and significant effect on work engagement, transformational leadership statistically has a positive and significant effect on meaning in work, meaning in work has a statistically positive and significant effect on work engagement, and transformational leadership has a statistically positive and significant effect on work engagement mediated by meaning in work more...

The organizational structure of a company is crucial to its success. The investment and considerable human resource assistance make the institution's accomplishments successful and efficient. Also, the organization’s long-term success and ability to keep producing high-quality results depend on its leaders and employees. Employing the correlational method, the main problem of this study is to assess the impact of the principals’ leadership practices on the teachers’ sense of efficacy and job satisfaction. The researcher used cluster random sampling in Public Secondary Schools in Santa Maria, Bulacan with 386 respondents. The study's findings revealed that the transformational leadership and transactional leadership styles were average across all six schools. Thus, the teachers' perceptions of their efficacy were strong and both the intrinsic and extrinsic job satisfaction are high. Furthermore, multiple linear regression revealed that both the principal’s transformational and transactional leadership styles significantly affect the sense of efficacy and job satisfaction of the teachers. Hence, in accordance with the purpose of DM 192's "School Heads Development Program," the research advises that school leaders are urged to continue their leadership activities and potentially enhance their leadership styles by attending seminars and workshops. This would contribute to the empowerment of their teachers' well-being, hence enhancing their school performance and job satisfaction. Finally, implications and recommendations were discussed. more...

Purpose: The purpose of this article is to examine the impact of HRM practices, transformational leadership, and organizational commitment on employee performance in the Ministry of Agriculture and Fisheries in Oman, as well as the moderating role of organizational justice in this relationship. Theoretical framework: This study integrates theoretical perspectives on HRM practices, transformational leadership, organizational commitment, organizational justice, and employee performance. It posits that HRM practices, transformational leadership, and organizational commitment have a direct positive impact on employee performance, while organizational justice moderates the relationship between these factors and employee performance. Design/methodology/approach: A survey questionnaire instrument was employed to collect data from 387 employees working at Ministry of Agriculture and Fisheries Wealth (MAFW) department in Oman. For analyzing the data, the SPSS v23 and Partial Least Square SEM using Smart-PLS 3.3.9 were used to test the proposed hypotheses. Findings: The results revealed that HRM practices, transformational leadership, and organizational commitment have a significant positive impact on employee performance. Organizational justice was found to moderate the relationship between HRM practices and employee performance, highlighting the importance of fairness and equity in the workplace. However, organizational justice did not moderate the relationship between transformational leadership and organizational commitment with employee performance. Research, Practical & Social implications: The findings of this study provide valuable insights into how the Ministry of Agriculture and Fisheries in Oman can enhance its HRM practices, leadership, and organizational commitment to improve employee performance and achieve its objectives. The study's practical implications include the design of effective human resource management strategies that enhance employee performance and contribute to the organization's success. The social implications of the study include the creation of a positive work environment that promotes fairness and equity, leading to improved employee satisfaction and engagement. Originality/value: This study adds to the literature on the effectiveness of HRM practices, transformational leadership, organizational commitment, and organizational justice in enhancing employee performance in a specific context, namely the Ministry of Agriculture and Fisheries in Oman. The study also highlights the moderating role of organizational justice in the relationship between HRM practices and employee performance, contributing to the literature on the importance of fairness and equity in the workplace. more...

Purpose: The goal of this investigate is to conclude the variation between three variables with a history of gaseviza activity XYZ. Theoretical framework: The data used in this study are, above all, data on the variables used by the respondents. In this study, 182 respondents sampled the simple random sampling technique of PT XYZ Gas from Aceh province, obtaining one sample. 182 people work in LTH XYZ Gas Aceh province. Design/methodology/approach: The process used was the survey system. The quantifiable description process was also used to clarify the association, differences and effect of the variables. The data type in this study is quantitative data. Findings: The results showed that transformational leadership and organizational culture significantly influenced job satisfaction and the PT XYZ province of Aceh. Transformative leadership style, corporate culture and job approval significantly influenced the activity of XYZ Aceh Province CT workers, and the outcomes of the indirect job approval test affect the activity of XYZ Aceh Province workers. Research, Practical & Social implications: The method used are quantitative methods of data examination using structural equations (SEM), with tools for the analysis of Amos applications (analysis of the structure at all times). Originality/value: PT XYZ company that is a work culture in the organization, a value, a trust or a norm that can link and influence the behavior of each individual and the conception of everything you want; Every company has a different organizational culture. more...

Non-profit organizations (NPOs) are becoming top players in the business arena and can significantly contribute to socially sustainable development by leading several open innovation (OI) processes. The present study investigated the functioning of an NPO (ELIS, based in Rome, Italy), that acts as an open innovation intermediary in a large consortium of enterprises. By adopting a mixed-method approach, key aspects related to the NPO’s organizational culture, the OI management process within the consortium, as well as leadership skills and values were investigated among 77 employees and 8 managers of the NPO. Results showed that the managers’ approach to OI, teamwork, and market challenges significantly affected the NPO’s ability to produce OI among the consortium members. Moreover, empowering leadership, and a culture of trust and mistake acceptance were highly valued by the NPO in view of an effective OI performance. The study contributes to the current literature by highlighting the conditional factors of the NPO’s capability to create open innovation with enterprises, and push them toward societal change. Implications for OI development have been discussed. more...

There has been a growing concern for excellent service delivery in the public sector. The challenges that are hindering service delivery in Town Councils have been attributed to political interference in appointments and ineffective leadership. The residents in the Town Council have been experiencing power outages and water shortages. The livelihoods of the residents and business operations have been hindered by these difficulties. This study investigates the influence of leadership on service delivery in a Town Council in Namibia. A qualitative research approach was adopted to analyse the influence of leadership practices on service delivery in times of change. A total of ten participants were sampled from a population of 117 staff members using a purposive sampling. Face-to-face interviews were conducted using a semi-structured interview guide. Participants views were tape recorded, transcribed into Microsoft Word, and analysed using thematic analysis via NVivo 12. The results showed that logistical difficulties, political interference, lack of human resources, and financial constraints, are the challenges hampering service delivery in the Town Council. The need for managers and supervisors to inspire, coach, mentor, and motivate their subordinates to enhance service delivery using a transformational leadership style is evident in the results. Therefore, the Town Council should prioritise budgeting, foster public-private partnerships, promote innovation, and ensure stakeholder engagement to enhance service delivery in the Town Council. more...

Purpose: The purpose of this study is to examine the differences in leadership styles prevalent in the public sector with those working in the banking and insurance industries. Cluster variables from both industries included in the analysis are as follows: Idealized influence, inspiring motivation, intellectual stimulation, and individualized consideration are all components of leadership. Theoretical Framework: Due to its apparent efficacy, transformational leadership has received a lot of attention from public sector researchers over the past decade. Successful leaders alter their teams by enlisting their followers' help in effecting change. A transformational leader is one who "transforms" their followers by inspiring them to make positive personal and professional shifts. Design / Methodology / Approach:The study is exploratory research design using Quantitative data collected from the Banking and Insurance sector employees. The study uses a well-structured questionnaire using Likert scale items. The sample was chosen on Convenience basis from 5 select public sector Insurance companies and 5 select public sector Insurance companies. 100 Questionnaires each were distributed and 97 valid responses were selected for banking industry and 90 responses from Insurance Industry were selected for the study. Paired t test using SPSS software was utilised for analysing the data in the study. Findings:The findings of the study show that there is significant difference between the leadership styles practices in Banking and Insurance industry. The banking sector employees showed a greater inclination towards transformational leadership with higher mean scores and statistically significant outcomes. Research Implications: Banking and insurance each have their own distinct cultures and management philosophies; as a result, they cannot be studied as a single entity under the umbrella of the BFSI sector. Additional research on the various leadership styles currently in use within the banking and insurance sectors is necessary. Originality/Value: There are no studies related comparative analysis between Insurance and Banking industry on the leadership styles in Public sector. more...

Purpose: To study the evidences from the existing research regarding the prevailing leadership styles in change management. Theoretical framework: The study explored the various leadership styles by reviewing the existing literature. It identified various leadership styles like Autocratic, Authoritarian, Bureaucratic, Laissez-Faire, etc. It discusses the importance and difference among the various leadership styles. Design/Methodology/Approach: The secondary literature used for analysis came from previously published sources. SCOPUS, Dimensions, and Google Scholar were the databases used to gather the research. The final group of publications for analysis was screened using the “Preferred Reporting Items for Systematic Reviews and Meta-Analyses-PRISMA” guidelines. Twenty different resources were chosen for more research, thematic analysis was used extensively in this investigation. Findings: The findings of this research indicate a correlation between the two styles of “change management”: transformational and transactional leadership. The importance of the conventional bureaucratic styles of leadership declined. Not only do the results highlight the importance of leadership styles, but they also show that employee motivation is a key aspect in every successful business. Research, Practical & Social implications: This article suggested that a highly engaged workforce is essential to the success of any change management initiative. Eventually, it became clear that most leadership styles could be traced back to the theoretical frameworks that Great Man theorists and Kurt Lewin developed. Originality Value: This article is an academic contribution that allows an understanding that Great Man theory, Kurt Lewin’s paradigm having application in principle of contingency management while implementing transformations. more...

In reality, Organization Citizenship Behavior in an institution is not as expected. However, the contrary occurred at the Integrated Islamic Elementary School in Bekasi Regency that teachers and staff have a spectrum of abilities and the potential to advance the institution. This research identified and analyzed (1) the role of the principal in improving teachers behavior through transformational leadership, and (2) the inhibiting and supporting factors in improving good teachers behavior and attitudes at the Integrated Islamic Elementary School in Bekasi Regency, Indonesia. The research used a qualitative method with a phenomenological approach. The principal, representatives, and teachers were informants to obtain the necessary data. The findings showed that the implemented Organizational Citizenship Behavior embodied sincerity, mutual help, brotherhood, and seriousness. However, it still needed improvement to achieve maximum teachers performance in carrying out the task of educating, guiding, training, and directing the students. One of the obstacles in implementing transformational leadership was that several teachers underestimated this program. This research has an implication that Organizational Citizenship Behavior in an institution can be realized if a leader implements a transformational leadership system. more...

Every organization always needs leaders who have the ability to set an example and inspire so that its members are able to produce good performance, and also followed by the enthusiasm of the employees. This research was conducted on civil servants of Siantar Simarimbun District, Pematang Siantar City with a total of 43 employees. And the results showed that the variables of the study showed valid and reliable results, with conditions that had normal distribution. The ability of transformational leadership variables and morale reached 67% and also had a strong correlation. The results of the multiple regression equation show that transformational leadership and morale have a positive direction coefficient with the value of transformational leadership greater the results compared to morale. The hypothetical results show the value that transformational leadership has a positive and significant effect on employee performance, as well as morale is able to provide positive and significant results on employee performance. This means that when leaders are able to motivate and inspire their employees and provide good morale for their employees, employee performance will indirectly be achieved. more...

Although the relationships between managerial practices and work-related outcomes are contingent on leadership behaviors, little scholarly attention has been paid to how leadership styles shape the impact of distributive justice and goal clarity on employees’ organizational citizenship behavior (OCB) in the field of organizational behavior and management. In this context, this study examines the direct effects of distributive justice and goal clarity on OCB based on two motivation theories, equity theory and goal-setting theory, as well as the moderating role of transactional and transformational leadership in the relationships based on social exchange theory. Using survey data from a sample of 4133 public employees drawn from Korean central and local governments and ordinary least square regression models, we found that distributive justice is negatively related to OCB, whereas goal clarity is positively related to OCB. Further analysis shows that while transactional leadership weakens the negative relationship between distributive justice and OCB, transformational leadership strengthens the positive relationship between goal clarity and OCB. Consequently, our study provides meaningful implications for public managers and organizations that should be considered in order to implement effective managerial practices based on the fitness between employee motivation processes and leadership styles to encourage employees to exhibit OCB. This will enhance organizational performance and sustainability. more...

This study investigated the correlates of successful transformational educational leadership th r ough the views and lived experiences of the participants from Talisay City National High School, Cebu, Philippines consisting of two (2) administrative, two (2) non teaching and nine (9) teaching personnel following a qualitative descriptive phenomen ologi c al method utilizing Colaizzi’s (1978) seven steps of data analysis. A s supported by the data extracts of the study, four themes (4) are figured out, to wit: “lead to change,” “harmony amidst diversity,” “profession as passion” and “lead by example”. As revealed, commitment, intra and interrelationship and leader’s influence (lead to change and lead by example) greatly affect the success of transformational educational leadership while financial (profession as passion) aspect revealed to be the least a mong t he five. more...

The subject of erotic transference and countertransference is rarely addressed in our training, supervision, or journals. In this chapter, the author proposes that by underestimating the significance of these dynamics we are doing ourselves, our clients, and our profession, a considerable disservice. At the very least one will miss valuable clinical opportunities for change and at the very worst one is discounting the potential for psychological damage to those who come to them in a vulnerable state, seeking help. The author begins the chapter with some personal experiences to highlight how and why the erotic seems to be so threatening. The author sets the notion of the erotic transference in its historical context and, drawing on the work of Gabbard, explores the most likely reasons for sexual transgressions. The author concludes with the importance of recognizing the inherent transformational potential of the erotic and finally suggest a model he have developed, based on relational methodology and techniques. more...

It would be incongruous if the school did not keep up with the pace of change in society, constituting Autonomy and Curricular Flexibility (ACF) as a window of opportunity for its innovation. Taking into account the teachers’ perception, this investigation aims to understand the Principal’s role in the implementation of the ACF, reflecting on the impact of transformational leadership in the management of the curriculum. The sample consisted of 172 teachers, who completed a three-part questionnaire, which included the Portuguese version of the Multifactor Leadership Questionnaire (MLQ). Data were analyzed using the Statistical Package for the Social Sciences (SPSS). The results emphasize the involvement of principals in the implementation of the ACF, giving special emphasis to the promotion of inclusive education and the implementation of the school grammar that facilitates the process. Nevertheless, these top leaders leave to the background the involvement of teachers, students, and families, the constitution of educational teams, and the implementation of collaborative work. Markedly characterized by transformational and transactional behaviors, it was possible to conclude that the more directors perform transformational leadership, the greater is the management of the curriculum., Sería incongruente que la escuela no se mantuviera al ritmo de los cambios en la sociedad, constituyendo la Autonomía y Flexibilidad Curricular (AFC) como una ventana de oportunidad para su innovación. Teniendo en cuenta la percepción de los docentes, esta investigación tiene como objetivo comprender el rol del director en la implementación del AFC, reflexionando sobre el impacto del liderazgo transformacional en la gestión del currículo. La muestra es constituida por 172 profesores, que completaron un cuestionario de tres partes que incluye la versión en portugués del Cuestionario de Liderazgo Transformacional (CLT). Los datos se analizaron utilizando el Statistical Package for the Social Sciences (SPSS). Los resultados enfatizan la participación de los directores en la implementación del AFC, dando especial énfasis a la promoción de la educación inclusiva y la implementación de la gramática escolar que facilita el proceso. Sin embargo, estos máximos dirigentes dejan en segundo plano la implicación de docentes, alumnos y familias, la constitución de equipos educativos y la implementación del trabajo colaborativo. Muy caracterizada por comportamientos transformacionales y transaccionales, fue posible concluir que mientras más directores desempeñan el liderazgo transformacional, mayor es la gestión de las matrices curriculares., Seria incongruente se a escola não acompanhasse o ritmo de mudança da sociedade, constituindo a Autonomia e Flexibilidade Curricular (AFC) uma janela de oportunidades para a sua inovação. Tendo em conta a perceção dos professores, a presente investigação tem como objetivo conhecer o papel do diretor na implementação da AFC, refletindo-se sobre o impacto da liderança transformacional na gestão das matrizes curriculares-base. A amostra foi constituída por 172 docentes, que preencheram um questionário composto por três partes, que incluía a versão portuguesa do Questionário de Liderança Transformacional (QLT). Os dados foram analisados com recursos ao Statistical Package for the Social Sciences (SPSS). Os resultados enfatizam o envolvimento dos diretores na implementação da AFC, dando especial relevo à promoção da educação inclusiva e à gestão da gramática escolar facilitadora do processo. Não obstante, estas lideranças de topo deixam para segundo plano o envolvimento dos docentes, dos alunos e das famílias, a constituição de equipas educativas e a implementação do trabalho colaborativo. Marcadamente caracterizados por comportamentos transformacionais e transacionais, foi possível concluir que quanto mais os diretores desempenham uma liderança transformacional, maior é a gestão das matrizes curriculares-base. more...