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Given the global challenge of increasing teacher attrition and turnover rates, the exploration of factors and mechanisms that improve teachers' organizational commitment has become a pivotal topic in educational research. In this context, the present study examines the influence of teachers' emotional intelligence on their organizational commitment, with a specific inquiry into the mediating role of teachers' psychological well-being and the moderating role of principal transformational leadership, as informed by the broaden-and-build theory of positive emotions and the trait activation theory. We verified this study's hypotheses based on 768 valid questionnaires collected from Chinese primary and secondary school teachers. The results reveal that teachers' emotional intelligence can predict their organizational commitment both directly and indirectly through the mediating role of psychological well-being. Additionally, principal transformational leadership amplifies the positive effect of teachers' emotional intelligence on psychological well-being and, subsequently, organizational commitment. These findings theoretically deepen our understanding of the psychological pathways and the boundary conditions linking teachers' emotional intelligence to their organizational commitment, while also offering valuable practical implications for building a stable and effective teaching workforce. [ABSTRACT FROM AUTHOR]

This research examined the effects of principal transformational leadership on teachers' inclusive teaching behaviour, with a particular inquiry into the mediating effects of teachers' inclusive role identity and efficacy for inclusive practice, as informed by identity theory and social cognitive theory. Structural equation modelling with bootstrapping estimation was conducted using data from 712 teachers delivering inclusive teaching in primary or secondary schools in China. The results revealed the sequentially mediating mechanisms of teachers' inclusive role identity and efficacy underlying the principal transformational leadership effects on teachers' inclusive teaching behaviour. Research implications are also discussed. [ABSTRACT FROM AUTHOR]

Drawing on insights from the conservation of resources theory and the job demands–resources theory, our study investigates the association between two types of emotional labor—surface and deep acting—and the psychological well-being of firefighters. In addition, it investigates the moderating effect of transformational leadership within this context. To this end, this study utilizes ordinary least squares models to analyze survey data from 1453 firefighters in Gyeonggi-do, South Korea's largest province by population. The findings reveal a negative association between both types of emotional labor and the psychological well-being of firefighters. The study further demonstrates that transformational leadership mitigates the adverse effects of surface acting on psychological well-being. Our research indicates that transformational leadership plays a pivotal role in replenishing lost emotional resources, thereby enhancing the mental and emotional health of those engaged in demanding roles such as firefighting and emergency medical services. Accordingly, the study highlights a vital strategy for maintaining the psychological well-being of firefighters. [ABSTRACT FROM AUTHOR]

Rapid economic growth puts the natural environment under tremendous pressure. As a traditional chemical company, it is important to reconsider outdated business development models, develop innovative green initiatives for long-term growth, and choose approaches to address environmental issues. Determining how to encourage employees' green performance while balancing environmental issues is crucial for chemical companies in the current social and economic environment. This study investigates the green transformational leadership style to enhance green performance of chemical company employees. It expands the field of environmental protection by employing two novel constructs: creative process engagement and green creativity. We collected 623 valid questionnaires from 98 teams (98 leaders and 525 employees) and used SPSS 26.0, HLM 6.0, and MPlus 8.3 to test the hypothesis. The findings revealed that (1) green transformational leadership positively influences individual green performance, (2) creative process engagement and green creativity mediate the relationship between green transformational leadership and individual green performance, and (3) individual environmental awareness positively moderates the relationship between green transformational leadership and green creativity. These novel findings contribute to the environmental literature and help chemical company managers in enhancing employee innovation and performance. [ABSTRACT FROM AUTHOR]

The organizational citizenship behavior of teachers holds paramount significance in elevating school organizational effectiveness and sustaining competitive advantage. To address this, this study examines the cross-level influence of group-focused transformational leadership on organizational citizenship behavior among secondary school teachers. This exploration includes investigating the mediating role of individual-level psychological contract fulfillment and the moderating impact of group-level collectivism. An empirical investigation involving 1162 secondary school teachers in China was designed for this purpose. The results demonstrate that group-focused transformational leadership significantly positively impacts teachers' organizational citizenship behavior. Moreover, this relationship is positively moderated by collectivism at the group level, suggesting a stronger effect of transformational leadership on organizational citizenship behavior in more collective-oriented groups. Additionally, the findings reveal that psychological contract fulfillment at the individual level mediates this cross-level relationship, providing evidence for its role in translating leadership's influence to organizational citizenship behavior. The findings underscore the significance of concentrating on group-focused transformational leadership, cultivating a collectivist atmosphere, and guaranteeing the fulfillment of psychological contracts as pivotal strategies for bolstering organizational citizenship behavior among teachers. [ABSTRACT FROM AUTHOR]

Transformational leadership is important to the hotel industry where employees play a critical role in delivering the service. Transformational leadership is a leadership style that causes changes in employees by sharing the organization's vision and goals, providing necessary resources, promoting intellectual stimulation, and expecting high performance. This study uses four dimensions of transformational leadership to investigate how the dimensions influence employees' organizational identification, creativity, and task performance. In order to test the proposed model, data were gathered from employees of six hotels in South Korea. The data were analyzed with SmartPLS 4.0 program. The finding shows that four dimensions of transformational leadership have different effects on organizational identification and creativity. While core transformational leadership and supportive leader behavior enhance employees' organizational identification, which affects creativity and task performance, intellectual stimulation has an impact on creativity, which influences task performance. The post hoc analysis shows that organizational identification fully mediates the relationship between two dimensions of transformational leadership and creativity. This study contributes to the existing literatures of leadership theory and social identification theory by expanding the knowledge on the role of transformational leadership on employees. Some theoretical and practical implications are offered. [ABSTRACT FROM AUTHOR]

Teachers and educators are experiencing turmoil under the drastic changes in educational practices caused by the COVID-19 pandemic. According to research, transformational leaders effectively facilitate organizational change by fostering teachers' sense of belonging and boosting social identity in their team members, which can result in better team well-being via higher team cohesion. Recently, research has increasingly explored the role of emotional contagion and its relationship with leadership. Accordingly, the current study aims to delve deeper into the role of emotional contagion in linking transformational leadership to cohesion among teachers in the school setting. To this purpose, 581 teachers from northern Italy filled out a self-report questionnaire (72.1% female, Mage = 47.06, and SDage = 11.42). A moderated mediation model was tested to assess the mediating role of organizational identification in the relationship between transformational leadership and team cohesion and how emotional contagion may moderate this association. The obtained results provided support to the hypothesized model. Overall, the present study corroborates the critical role of school principals' behavior in fostering greater organizational identification among teachers, which is associated with better team cohesion. This study constitutes an early attempt to gain more insight into the role of emotional variables in explaining the influence of leadership behavior. [ABSTRACT FROM AUTHOR]

Research on the correlation between personality traits and safety behaviors has been thoroughly explored in previous literature. However, most of these studies are based on explaining the relationship between the Big Five personality traits and safety behavior, with few explaining the relationship between proactive personality and safety behavior. This study relies on trait activation theory, social cognitive theory, and social exchange theory to understand the relationship between proactive personality and safety behavior (safety participation and safety compliance) by using safety self-efficacy and team member exchange as mediating variables and safety-specific transformational leadership as moderating variables. Method: Considering the issue of common method bias, a multi-source and multi-stage data collection research design was used to collect 287 valid questionnaires from construction workers in 10 construction projects and apply regression analysis for hypothesis testing. Conclusions: Research results indicated that proactive personality positively and significantly influenced construction workers' safety behaviors, while safety self-efficacy and team member exchange partially mediated the relationship between proactive personality and safety behaviors. In addition, safety-specific transformational leadership enhanced the positive relationship between proactive personality and safety behavior. These findings enrich the research on the correlation between personality traits and safety behaviors of construction workers in a safety context. [ABSTRACT FROM AUTHOR]

This study aims to investigate the relationships among transformational leadership, followers' innovative behavior, commitment to change, and organizational support for creativity. First, we examine the mediating role of commitment to change in the relationship between transformational leadership and followers' innovative behavior, using both objective and subjective measures. Our results reveal that commitment to change indeed mediates this relationship. Second, we analyze whether the link between commitment to change and followers' innovative behavior is moderated by organizational support for creativity. We find that this relationship is stronger for individuals with high organizational support for creativity compared to those with low support. Empirical analysis was conducted using data collected from 535 managers in 11 subsidiaries of a financial institution in South Korea. This study contributes to the management discipline by resolving mixed outcomes between transformational leadership and followers' innovation and highlighting the influence of commitment to change and perceived organizational support for creativity on innovative behavior. [ABSTRACT FROM AUTHOR]

An effective leader follows a style that helps maintain good relations with his staff. A school leader should use a style best suited to his teachers' behavior. This research investigates the association between four leadership styles (instructional, democratic, transformational, and laissez-faire) and teachers' behavior in Malaysia. This study applied a quantitative research method using a survey technique by administering questionnaires. Both descriptive and inferential statistics were used to analyze the data. Multiple regression and ANOVA were used to study the strength of the relationship between variables. The research found average care of the principals towards teachers' emotional behavior. Democratic leadership style showed significant relationships that explain 28.5% of the variation in the emotional behavior of the teachers. Leaders with a democratic leadership style were more aware of and responded positively to teachers' psychometric behavior. School principals with transformational leadership styles responded positively to teachers' pro-social behavior, although the relationship was weak. These results indicate that a democratic leadership style addresses the issues of teachers' emotional behavior, while instructional leadership, which is the most perceived leadership style, does not. The result of this study can guide Malaysian school principals in choosing the appropriate leadership style best suited to teachers' behavior. [ABSTRACT FROM AUTHOR]

Cultural tightness–looseness, one of the cultural dimensions that play an essential role in organizational development, is changing the perception of psychology and behavior in organizations. This study conducted a paired questionnaire survey of leaders and their employees from five Chinese companies over three periods during the COVID-19 pandemic. The results found that organizational cultural tightness was more influenced by transformational leadership. Different from previous findings, in the context of the Chinese epidemic, organizational cultural tightness positively predicted employees' work engagement with the moderating effect of transformational leadership. Team-member exchange also mediated employees' work engagement, which had a facilitative effect on employees' work engagement. In future research, the contingent effects of other leadership styles and organizational cultural tightness will be explored to reveal the different mechanisms of action on employees' work engagement. [ABSTRACT FROM AUTHOR]

Integrating leadership and creativity theories, this study proposed and examined a model linking transformational leadership, perceived organizational support, affective organizational commitment, creativity, and performance. Structural equation modeling was thus performed using 362 employee–supervisor dyads from the international tourist hotels in Taiwan. The results indicated that both transformational leadership and perceived organizational support were significantly and positively related to employee affective organizational commitment, creativity, and performance, while affective organizational commitment had significantly positive influences on creativity and performance. Support was also found for the significant and positive mediating relationships between affective organizational commitment and the influences of both transformational leadership and perceived organizational support on creativity and performance. The theoretical and practical implications of these findings for hospitality are also discussed. [ABSTRACT FROM AUTHOR]